hiring juniors — Tarik Yildirim

Hiring juniors always involve trade offs.

They are more loyal if they stay. (They owe so much to you for their professional growth.) But they may leave right before your investment starts paying off. In that case, you are left with a huge net negative value in your hands.
They are more passionate. But this passion comes mostly from their inexperience.
They are more energetic. But after a while their misdirected energy becomes a headache.
They are cheaper. But they do everything more slowly and with more mistakes.
They have less ego. But this may result in their voice being drowned out in meetings.
They are easier to manage. But they require more micro management which can become tiresome.
They are easier to find in the market. But this is mainly because they are the small fish. (The big fish are always harder to catch.)

For these reasons, although I enjoy talent discovery tremendously, I often find myself in situations hiring expensive seniors rather than taking a risk with juniors.