Four juniors instead of one senior
One of the strategies that we're using on our team right now is working with a lot of early career talent. What's changing right now is what they can do is much more, because there's AI. Especially when you get high agency people that really care about the work that they do, and you give them tools: the output is interesting.
So that's a theory we're playing with right now, and who knows if it's going to work or not. We're at the stage where we're experimental. But instead of hiring one senior person, we split that into four or five junior people. We pair them up with good context and good tools to use, and give them a sense of ownership. And so far so good.
When people talk about AI and wiping away junior roles, it's usually because more senior people have enough context to pick up these tools and know when things are going wrong. The argument is that somebody without any experience is just flying in blind.
So we're pairing junior people up with AI tools and treating them as seniors, to allow them build the context that is necessary. At the end of this experience they're a little bit more experienced. It's sped up their knowledge.
An example of that is me with development. If 2020 Tobi heard 2026 Tobi in the technical sense… I had to rewrite my resume today, because I'm supposed to appear as a technical person. And I could understand every single thing I was talking about.
Said out loud on Sensemaking with Wolé & Tobi, Episode 112, “Rethinking Work, Starting With the Job Market”, released 23 February 2026. Trimmed for filler; not rewritten.