Think there is a much higher immediate risk for new developers trying to get going in the market. So much management right now is pretty comfortable that new programmers with zero real world experience offers nothing the GenAI can't do under the supervision of a senior developer.

Problem is historically new developers weren't trusted to make any decisions if more senior employees were aware of such scenarios, so a new developer was pretty much verbatim implement guidance from more senior teams just deal with obvious rote tedium associated with getting it to code. Also the senior dev will have to fix all your screw ups when you inevitably botch it a few times. Awfully similar to the role GenAI can do now. So has to be some cultural shift to figure out how onboarding new generation developers looks.

Note I could be wrong about the middle paragraph, it's what the larger organization thinks, but I kind of got going by being 'senior' for lack of a company having options and moved from there. Similarly, I've never had success onboarding a junior that wouldn't take independent ownership. I'd get too frustrated at lack of growth and having to correct the same mistakes and be painfully specific, much like I do with GenAI. A new college hire that had his own vision and ability to take vague guidance and implement his vision, that I could work with, but it has happened once in a great while.