The Senior Engineer Force Field

 

The combination of where the economy is at the moment and the introduction of new generative AI tools is making it difficult for RCGs (recent college graduates) to find work.  What employers are looking for is Senior Engineers with enough experience under their belt to be able to provide guidance and guard rails  to the tools.  The relatively low-value-add coding that a Junior Engineer would ordinarily do is largely being automated.

This isn't a new phenomenon, it's just been exacerbated by recent developments.  The hiring sweet spot for businesses has long been the Senior Engineer.  They're experienced enough to consistently deliver.  They're not experienced enough to command higher compensation or title.  In other words, they're low risk high reward employees.

Recruiters know this and cater to it.  They profit by moving inventory.  They get a large number of reqs for Senior Engineers and are incentivized to fit a candidate into the opportunities they have on hand.  They profit by volume.  It's caveat emptor for employers.  It also means, would-be employees are can't rely on coaching or guidance from recruiters in regards to managing their career.  If you're working with a recruiter, it's a good idea to find one that values and works to build long term relationships.  This can help alleviate some of the churn risk from both employer and employee sides.

Mentoring has long been recommended and in my opinion is doubly rewarding.  If you're fortunate enough to find a good mentor it can mean not only great advice but also a wonderful friendship.  If this isn't within reach or comfortable, there's the relatively recent development of Career Coaches, essentially professional mentors for hire.  Even more accessible and recent is Generative AI.

It can be tough to break into the Senior Engineer role and once you're in it can be tough to move beyond.  To repeat a mantra of one of my former employers, "Your career is your responsibility."