Andrew Wang, a 33-year-old senior software engineer based in San Francisco, is sounding the alarm about a potential long-term crisis in the tech industry’s talent pipeline. After working at Amazon for three years, Wang now leads engineering efforts at Fermat Commerce Inc., a Series B e-commerce AI startup. He’s concerned that the current slowdown in hiring could lead to a future shortage of senior software engineers. Wang reflects on his own early career, which began with a three-month boot camp followed by launching a web-design firm. He later earned a computer science degree from Harvard and co-founded a startup during his studies. His first real job in the industry was at Amazon, where he received strong mentorship. That support not only helped him grow technically but also shaped his belief in the importance of nurturing junior talent. Now, he’s seeing a troubling shift. Though he no longer works directly with entry-level engineers, he regularly reads online forums and hears from junior developers who’ve sent hundreds—even thousands—of applications with no responses. Many have reached out to him personally, expressing frustration and uncertainty about breaking into the field. He believes the problem isn’t just one thing. While AI is often blamed, Wang sees multiple factors at play. The job market has swung dramatically from the boom years when software engineering was marketed as a fast track to high-paying, stable careers. That surge led to over-saturation, and now the market may be overcorrecting. He worries that companies are making short-term cost-cutting decisions by relying on AI to replace junior roles. Some leadership teams view entry-level engineers as disposable—people who can execute tasks and then be replaced. In this mindset, one senior engineer managing five AI agents seems more efficient than hiring multiple junior developers. But Wang sees a different reality. There’s a growing camp that views AI as a tool to enhance productivity, not replace people. In that model, AI helps engineers do more, faster, and teams remain balanced with diverse experience levels. Smaller startups, in particular, are hesitant to invest in entry-level pipelines. As a former founder, Wang understands the pressure to move fast. With limited time and resources, it’s tempting to hire only experienced engineers to get products out quickly. But he warns that skipping junior hires today could come at a steep cost tomorrow. When senior engineers retire and there aren’t enough skilled replacements, companies will face a talent gap. He recalls how junior engineers at Amazon brought immense value—some were among the most capable people on the team, regardless of experience. His advice to aspiring engineers: don’t give up. Tough markets come and go. He respects those who take help desk or IT roles to gain experience and eventually break into tech. Adaptability, he says, is key. The long-term health of the industry depends on investing in the next generation. Without a steady flow of new talent, the entire tech ecosystem could face a serious deficit in the years ahead.