Hiring junior versus experienced developers at an early stage

@dblock, we talked briefly about this challenge, but I would appreciate you writing more formally about two things:

• Having a health distribution of junior/senior talent on an engineering team
• Hiring for long-term benefit (hiring for potential) versus hiring for immediate impact/output

Here's an example: if I have a startup that is built with Ruby on Rails, I'd like my engineers to know Ruby on Rails. However, I have the choice of hiring a junior dev who does not know Rails but who has a lot of potential or a more senior dev with Rails experience but who might not have much room to grow. While it's nice to hire talent and develop it, a startup does not have the time or resources to develop all of its talent. What distribution of hiring for talent versus output would be optimal?

I understand there might not ever be a clear choice or universal rule, but I'd love to hear your best practices or advice on this subject.

Issue #6 è l’unico punto di ingresso indicato; non viene fornita alcuna posizione di file, test o documentazione. Usa il corpo dell’issue come brief e ricerca i due argomenti di assunzione richiesti, incluso l’esempio di Ruby on Rails. Il lavoro è completato quando un testo formale affronta entrambi gli argomenti e riconosce che non esiste un rapporto universale.