This post came to mind while reading this post on LinkedIn, which is a share of this post by Kelvin Mai, and the follow up post Ted Neward made here. Read up on those for more insights into this topic.

Before diving into the details, it’s important to note that the criteria outlined here leave several questions unanswered, which could significantly impact the final decision. Factors like the specific nature of the projects, team dynamics, and long-term strategic goals are crucial and could sway the decision in different directions. That said, let’s break down the options.

Bringing on Two Junior Developers

Pros:

1. Boosted Bandwidth: Two fresh faces mean more hands on deck to share the workload, increasing overall throughput.
2. New Blood, New Ideas: Junior hires come with fresh perspectives and a ton of enthusiasm that can rejuvenate the team.
3. Long-term Investment: Junior devs are like seedlings; with the right nurturing, they grow into valuable assets, contributing more as they develop.
4. Flexibility: Juniors can be shaped to fit the team’s needs and culture, making them adaptable assets.

Cons:

1. Boosted Bandwidth: Emphasis here though is on “throughput” above in the pros and not on committable, usable, and well written code you want and can use in the project. Increased throughput can be a negative, and IYKYK and can think of this as “induced demand” but for code.
2. Training Time Sink: Juniors need a lot of guidance, which can be a major time drain for the senior members.
3. Ramp-up Period: They won’t hit the ground running. Expect a learning curve before they start delivering at full capacity.
4. Management Load: More people means more management. Even if they’re juniors, it adds to the admin overhead.

Hiring One Senior Developer

Pros:

1. Expertise on Tap: A senior dev brings a treasure trove of knowledge and experience, perfect for tackling complex challenges and making strategic moves.
2. Mentorship: They can mentor junior team members, leveling up the entire team’s skill set.
3. Quick Impact: Seniors can dive in and start contributing much faster than juniors, thanks to their experience.

Cons:

1. Higher Price Tag: Senior talent doesn’t come cheap. They’ll command a higher salary, impacting the budget more significantly.
2. Cultural Fit Risks: There’s always the gamble that a senior hire might not mesh well with the existing team dynamics.
3. Single Point of Failure: Relying on one senior dev for critical tasks can create dependencies, potentially leading to bottlenecks.

The “Do Nothing” Route

Pros:

1. Save the Budget: Not hiring anyone saves money, which could be redirected elsewhere.
2. Focus on Current Team: No new hires mean you can double down on developing and optimizing the current team.

Cons:

1. Opportunity Cost: Leaving budget on the table means missing out on potential gains in capacity and productivity.
2. Burnout Risk: Your current team might end up overworked, risking burnout and decreased morale.
3. Stagnation: Without fresh talent, innovation can stagnate, and the team might struggle to keep up with growing demands.

The Decision

Let’s get real: not hiring anyone is likely the worst choice here. I know some would disagree in some situations, but if you’ve got budget allocated for new talent, use it! Even if the ROI isn’t immediate, it’s about positioning the team for long-term success. Hiring is an investment in the future—whether it’s two eager juniors ready to grow or a seasoned senior ready to lead and mentor. In this scenario, hiring one senior developer is the strategic move. You’ll get immediate expertise, mentorship for the juniors, and a stronger foundation for future growth. Let’s make that budget work for us and set the team up for success!

Addendum

This post attributed to leading me down the path to elaborate on staff and hiring details, including The Toxic Truth About Coding Challenges in Technical Interviews and then the elaboration on that post with The Reality of “Code Challenge” Culture Outcomes Among Large & Small Organizations.