Why Hiring Only Senior Devs Hinders Your Progress (Instead of Promoting It)

Written by Jenna Stanfield
Direct Staffing
7 minutes read
Why Hiring Only Senior Devs Hinders Your Progress I

It’s no secret: after the estimated 300,000 layoffs starting in Q1 2023, we’re back on track. According to the 2024 Precision Report, the global Software Engineering market was valued at $47.3 billion in 2021. In 2024, it’s continuing to expand at a CAGR of 11.18% to reach an expected $89.3 billion by 2027. 

As businesses push to hit new targets with decreased headcount, up to 40% of these displaced roles will be outsourced. Direct staffing firms are the answer: a pipeline of experienced developers, pre-vetted and ready to hit the ground running.

But we’re hitting a snag. In today's competitive market, there’s a myth that the best approach is to only hire the most senior developers. Why not spring for “the highest level?” After all, direct staffing firms offer cost benefits that allow your team to increase its headcount while remaining on budget.

Today, we’re talking about the significant advantages of assembling teams with a diverse range of experience levels. By embracing a mix of junior, mid-level, and senior developers, companies see greater creativity, collaboration, and innovation in their projects.

What’s the Team Impact of Skill-Level Diversity?

The first point we have to make is the most obvious: the broadening of perspectives. When people with varying levels of experience come together, they bring unique insights and approaches to problem-solving.

Junior developers may offer fresh perspectives and unconventional solutions, while senior developers bring deep expertise and strategic thinking. Diversity of skill-level brings diversity of thought. Having multiple viewpoints around the table fosters creativity and encourages teams to consider new ideas, leading to more innovative solutions.

Teams with multi-leveled seniority are also natural launching points for collaboration and mentorship–and vice versa. Junior developers, while lacking in experience, often bring new outlooks and enthusiasm to the job. This pairs well with mid-level developers, who have begun to bridge the gap between junior and senior roles. Between the two, there’s a healthy combination of adaptability and originality. 

Senior developers, with their high-level experience, provide valuable mentorship and guidance, helping junior and mid-level developers grow professionally. This balanced environment not only encourages team cohesion but also accelerates individual growth and development.

How Does Skill-Level Diversity Affect Project Outcomes?

It goes further than personal development, too: diverse teams mitigate risk. Combining the skills and perspectives of developers at different stages of their careers helps teams better anticipate and address challenges. 

Junior developers may challenge conventional thinking, while senior developers offer invaluable experience and insight into potential pitfalls. A mixed team can combine these perspectives to anticipate various outcomes. This proactive approach minimizes the likelihood of project setbacks—and also opens doors to new opportunities and breakthroughs.

Another key benefit of a balanced team is its ability to reflect diverse user experiences. With the advent of new tech products and modes of communication, the world’s more accessible than ever. We’re living in a global marketplace. As such, software products must cater to a wide range of users with varying needs and preferences. 

A team composed solely of senior developers has the propensity to unintentionally overlook other perspectives. This results in products that fail to resonate with certain user groups. If instead you have a diverse team on board, they can draw from a multitude of experiences. This supports more inclusive and accessible products for a wider range of people. 

This inclusivity not only improves user satisfaction but also drives customer loyalty and market success.

Why Hire Junior Developers?

We’ve talked about how diversity brings success—now it’s time to highlight the benefits of the individual groups you need for a balanced team.

Junior developers come in fresh: they’re brimming with ideas and enthusiasm! They often possess a natural curiosity and eagerness to learn, which in turn injects energy and creativity into their work. Their unique points of view and willingness to experiment can spark ingenuity and suggest solutions that might have been overlooked by more experienced team members.

Furthermore, junior developers demonstrate a strong willingness to adapt. They’re used to a training setting, so they’re open to feedback and eager to improve their skills. They want to prove themselves, making them beneficial to the team. Their ability to quickly grasp new concepts and technologies allows them to contribute meaningfully to projects, even in the early stages of their careers.

From a practical standpoint, junior developers offer cost-effectiveness and long-term investment potential. While it’s possible that they’ll need more initial guidance and supervision, the time invested in their development yields substantial returns. As they gain experience and proficiency, they become increasingly valuable contributors to the team.

The Core Strength of Mid-Level Developers

Mid-level developers play an important (and often underrated) part in team dynamics: they bridge the gap between junior and senior developers. With a solid foundation of experience and expertise, they serve as mentors and role models for junior team members. However, they’re not so removed from their school days that they can’t also learn from the guidance of senior leaders. This balance allows them to handle project responsibilities while continuing to grow in their role.

Mid-level developers offer a unique combination of experience and new ideas. Having moved beyond the entry-level stage, they have a deeper understanding of software development principles and best practices. But they still retain a sense of curiosity and creativity that helps them approach challenges  and find novel solutions.

And that’s not all: mid-level devs still represent significant growth potential and retention benefits for companies. They’re putting in the hours and looking to move up in the ranks. 

By providing those opportunities for advancement and development, your company can retain loyal, committed, exceptional talent. Mid-level developers who feel valued and supported are more likely to stay with the company long-term. The resulting success and stability from retention alone are enough reason to add these hires to your team.

The Expertise of Senior Developers

And, of course, you’ll still need senior developers on your side. Senior devs bring invaluable leadership and mentorship to the team. 

With years of experience under their belts, they have a wealth of knowledge and expertise. Their ability to provide direction and support contributes to a culture of learning and growth. Their mentorship empowers junior and mid-level developers to reach their full potential.

Senior devs offer deep technical expertise and problem-solving skills. They’ve encountered a wide variety of challenges throughout their careers, so they’ve found effective strategies for resolving them. Their ability to troubleshoot complex issues and devise elegant solutions is invaluable.

Senior developers bring an air of confidence and determination to the room. Their seasoned judgment and strategic thinking helps guide more junior members and quickly overcome obstacles. They’re the leaders you need for an end-to-end software solution.

How Do I Create a Balanced Team?

Glad we’ve got you convinced! You understand the whys; now it’s time for the how. Creating and managing a balanced team is an art, and one that’s instrumental to your company’s success. Luckily, it only takes a few simple changes to the status quo.

Instead of solely focusing on seniority, look for candidates with a range of skill levels and experiences. Cast a wider net, so to speak: make sure that you’re including “unconventional” candidates in the group. Consider devs from different backgrounds and with diverse capabilities.

It’s also a question of company culture. Your team needs to be ready to handle new hires and support them so they can hit the ground running. Once assembled, teams must cultivate a culture of collaboration and continuous learning. Open communication, mutual respect, and knowledge-sharing are essential ingredients for success and cohesion. 

By encouraging team members to exchange ideas, challenge assumptions, and support one another, companies can capitalize on their full potential.

While it’s easy to think of a team as a single unit, it’s important to also consider the individuals that make the group. Leveraging the strengths of each member maximizes their collective impact. By recognizing and encouraging the strengths of each skill level, teams can achieve greater efficiency, effectiveness, and success in their projects.

Of course, the most important part is hiring the right people to begin with. You’re looking for adaptable, reliable talent with a track record for success. You need developers who will get the job done right, the first time, no matter their experience level. 

That’s Where Jobsity Comes In

Jobsity’s nearshore hires represent the best of all possible worlds at every experience level. Jobsity devs speak fluent English, have an average retention rate of over 3 years, and live in the same or similar time zones to your home office. They represent the top 3% of Latin American Talent—and have for over a decade. 

Our approach to staffing helps you level up your tech team, with long-term payoff. We find your ideal candidate, on your timeline, in your budget. We also provide continued Jobsity mentorship and upskilling initiatives to your new hires as they work with your team.

Jobsity talent stands head and shoulders above the rest, specializing in all mainstream programming languages, Data Science, Business Analytics, Graphic Design, and more. 

That’s why companies like McGraw Hill and Creed Interactive trust Jobsity to provide the talent they need to make their projects a breeze.

Want a risk-free trial? Book a call today.

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Written by Jenna Stanfield

Jenna has a diverse professional background, including over 20 years of human services and mental health experience. She’s qualified as an LPC (Licensed Professional Counselor). Over the last 7+ years, she’s built her career working in consulting and business development, helping IT leaders scale their teams efficiently and affordably. As a leader of global teams, she knows first hand how to maximize the potential in a distributed team model. Her goal is to support individuals and teams in surpassing their goals to become the best versions of themselves.

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