In any field, experience is one of the main deciding factors used by hiring managers to pick the right candidate. Each field has its own system for how many years a person has to spend working in that field to qualify as “experienced.” In tech, what qualifies as experienced can vary, depending on the candidate in question and the needs of the company. However, one very general guideline of requirements for a candidate to be considered “experienced” is five years of experience as a software developer (including back-end web development), two or more years of professional software development experience (ideally with exposure to the full software lifecycle, from requirements through production), and/or five+ years of development testing experience. For some tech hiring managers, a developer is generally only considered “senior” after ten years of similar experience.
Many hiring managers tend to focus on candidates who are senior or at least mid-range in experience and pay less attention to developers with less experience—junior developers. Hiring mid-range and senior developers has obvious advantages: they can bring their many years of experience and knowledge to the table, as well as potential high-level industry connections. However, junior developers also offer unique advantages that are often overlooked, and therefore represent a large untapped well of potential for tech companies. Here are ten reasons why companies should consider hiring junior developers.