I work as a team lead in San Francisco and I have a problem. My younger developers don&#x27;t stick around. I work in a smaller Engineering department and have to compete against huge internet companies for hires. I cannot compete on salary or technology, Google pays way more and plenty of others have more interesting technology stacks and development tasks. My approach to this has been to try to give my developers a path to the future. I do regular career development one-on-ones to identify what sort of things my developers are interested in doing, setting career development goals, and ending up with tasks for myself to steer their tasks more to the things they are interested in and providing training resources. I have also pushed, in what I thought was a judicious manner, for them to have greater ownership over areas of our systems. Finally, I do my utmost to publicly recognize their accomplishments.<p>Sadly, I continue to lose young devs. To a person, they say it isn&#x27;t anything personal, they were happy with my leadership, but they didn&#x27;t want to deal with the stress of my workplace or they had another opportunity they wished to pursue. I&#x27;m at my wits end, is this a fruitless desire on my part? Is there some secret sauce I am missing that would inspire my young devs to stay?
Ask HN: How to keep young developers