My "standard" team typically has two jr engineers, and two Sr engineers. When we hire Sr engineers we hire people that like to mentor others and see it as part of being Sr. Jr engineers know that in order to become Sr one of the skills they need to master is mentoring.
This is 100% a management issue, and it starts at the hiring filter.
Hiring Jrs btw is its own skill as you are filtering for potential not skill or knowledge. Identifying the person who is passionate about learning, has dedication to the craft and pride in their work, and has a natural talent for software is hard. Figure it out though and you have a competitive advantage for life as a manager.
Also, half of the Jrs we hire are women. We could never do that if we only hired experienced talent. Not enough women even apply for those roles.
This is 100% a management issue, and it starts at the hiring filter.
Hiring Jrs btw is its own skill as you are filtering for potential not skill or knowledge. Identifying the person who is passionate about learning, has dedication to the craft and pride in their work, and has a natural talent for software is hard. Figure it out though and you have a competitive advantage for life as a manager.
Also, half of the Jrs we hire are women. We could never do that if we only hired experienced talent. Not enough women even apply for those roles.