ETA: summary…
Author describes how agentic coding tools have disincentivized the developer training and mentorship pipeline that the software industry has implicitly relied on to produce seasoned developers, predicting that once the shortage is fully realized it could take years to reverse.
The solution proposed is for managers and senior developers to get ahead of this shortage by foregoing the immediate yet shortlived productivity maximization offered by the agent-multiplied-senior structure in favor of longterm sustainability by deliberately facilitating experience fan-out to juniors.
The methodology proposed is based on a successful nuclear engineering apprenticeship program carried out on active service naval submarines.
Basically. Making employee retention a priority pays off. Getting new people spooled up is expensive. Team productivity dips while the newbie gets their bearings. Keeping the knowledge around.
Although, another problem would be people sticking around which would block Jrs from moving up.