I've been surprised at how many people think it's reasonable for companies like Lyft and Google to cut intern pay IME, opportunity cost of having senior devs ramp up interns dominates monetary cost, making intern pay cuts pointless https://news.ycombinator.com/item?id=23047687 … https://news.ycombinator.com/item?id=22954012 …
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is full of senior devs (plus one younger dev who needs little to no guidance). We do take interns, I think PhD interns often don't need much guidance and can be a practical win, I view mentoring undergrad interns as something we do for non-pragmatic reasons.
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I've wondered. At my mid-size org: - huge classes (+15% to eng) - useful, if not critical work - <15% join full time Hard to justify, on ROI alone. But former interns are often excellent hires, with above-average tenures.
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This is away from the main point but I am curious, what do you mean by guidance? Also why was it the most productive for you? My view is that for the first three months or so, a new member needs to pair or have someone guide them through the code. Is that a valid one?
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