Yep, the value isn't there. I'm on a very lopsided team, about 5 juniors to 1 senior. Almost all of the senior time is being consumed in "mentorship", mostly slogging through AI slop laden code reviews. There have been improvements, but it's taking a long time.

Have you considered regulting AI use, or is it just easier to be mad at the workers and do nothing?

Yes, we are working on some guidelines, but there are layers of bureaucracy...

That's fair. I'm sorry for being snippy. It just feels weird how my junior years always felt like I was on the edge of a needle for being fired because I didn't work "fast enough". Then I hear stories of this vibe coded slop and everyone seeks to be shrugging in confusion.

Its even more frustrating knowing those people went through a overly long gauntlet and prevailed over hundreds of other qualified would-be engineers. Its so weird just seeing an entire pipeline built around minimizing this situation utterly fail.

If you're hiring in SF or NY, then the problem explains itself. Even a single young new grad needs that much to so live.

you can't have rent at 3.5k a month and not expect 6 figures when requiring in-office work. old wisdom of "30% of salary goes to rent" suggest that that kind of housing should only be rented if you're making 140k. Anyone complaining about junior costs in these areas needs to join in bringing housing prices down.

Good new-grads in expensive areas are going to cost $100-$130k. This is a bargain considering a few years back they could get $200-$350k.

Bear in mind these types can explain things like why word-alignment matters and train themselves into being net productive within a few weeks.