The Hidden Biases: Young Talent’s Struggle in Tech Companies

In the fast-paced world of technology, we often pride ourselves on being meritocratic and fair. However, beneath this veneer lies a troubling reality I’ve witnessed firsthand: the vastly different standards we apply to junior and senior employees. This disparity has become increasingly apparent as I watch promising young talent struggle to “fit in” despite their best efforts.

The Tale of Three Engineers

Recently, I’ve witnessed the departure of several talented engineers, each story more concerning than the last. The first was a soft-spoken individual who consistently delivered on project requirements. She understood the team’s needs and completed her assignments diligently. Yet, she was let go because she wasn’t “active enough” in extracurricular projects. Is this really a fair criterion for evaluating technical talent?

The second case involved an analytical mind who spent a year working on multiple projects. Despite being technically competent, they were dismissed for allegedly lacking “problem-solving abilities.” This same person had graduated from one of India’s most prestigious institutions — schools known for their rigorous selection process and technical education.

Now, I watch with growing concern as another promising engineer, fresh to our projects and displaying both confidence and competence, faces scrutiny over their programming skills. The pattern is disturbingly familiar.

The Impossible Standards

What does it mean when we say someone doesn’t “fit” into our company? The expectations are staggering:

• Exceptional technical skills with the ability to approach problems from multiple angles
• Outstanding communication abilities, particularly during scrums and demos
• Seamless team integration and collaboration
• Complete mastery of both maintenance and new development work
• Perfect understanding of complex projects with limited context

The Hidden Challenges

What makes this situation particularly challenging is the dual nature of their role. New joiners are expected to:

1. Provide technical support for existing products
2. Take over development work from current team members

But here’s where it gets complicated. These projects are often technically challenging, with limited time or scope for proper understanding. There’s frequently a lack of buy-in from the existing team, yet new members are expected to excel in every aspect — technical, communication, and collaboration.

The Dehumanizing Reality

Perhaps the most troubling aspect is the dehumanizing nature of these expectations. Young employees must:

• Make an outstanding first impression
• Maintain an upward trajectory indefinitely
• Navigate complex team dynamics
• Seize every opportunity
• Excel in all aspects simultaneously

Meanwhile, they’re often assigned the least desirable work. While they’re encouraged to speak up, their voices often fall on deaf ears. The disparity between expectations and support is stark and troubling.

A Question of Fairness

When I compare these standards to my own performance — completing roughly 50% of planned items — I can’t help but question the fairness of our evaluation system. Senior team members are given considerably more latitude, while young talent faces immediate scrutiny and consequences.

The Way Forward

As technology professionals, we need to ask ourselves some hard questions:

• Are our expectations reasonable for early-career professionals?
• Do we provide adequate support and mentorship?
• Are we truly evaluating performance objectively, or are we letting biases influence our decisions?
• How can we create an environment that nurtures rather than discourages young talent?

The tech industry’s strength lies in its ability to innovate and adapt. Perhaps it’s time we applied these principles to our human resource practices as well. Our young talent deserves better than a system that sets them up for failure.

The future of our industry depends on how we nurture the next generation of technologists. It’s time to bridge the gap between expectations and support, creating an environment where young talent can truly thrive.