We used to hire junior developers to write code and now we hire them to think. Here's what benefitted us in the process: Six months ago, we restructured our entire junior hiring process. WHY? Because at that time, we were testing candidates on things what AI now does in seconds like Syntax Recall, Textbook Algo, Boilerplate Logic, etc. But that's not skill gap anymore. That's solved problem. What changed after restructuring: First, we Stopped memorization completely as we now hand candidates AI generated code and ask them to find what's wrong with it. Second, We completely eliminated take home assignments because many of them were indistinguishable from AI output. Third, we added live pairing rounds, not just to see if they get the right answer but to see how they think through ambiguity. Fourth, We started evaluating whether candidates know when not to trust an AI suggestion and not only whether they use one. What is still same is, we still hire candidates for curiosity over credentials. Just for your knowledge, The best junior hire we made this year asks "why" more than anyone on the team 😂 and isn't afraid to push back on an AI suggestion that doesn't sit right. Although we're still figuring this out. Some of our senior engineers think we've shifted too far but I privately wonder if we're building a generation that never struggles through a hard bug the old way and whether that struggle is where the real learning happens. No clean answers yet. Just better questions. What would you change about junior hiring right now?