Actually, nvidia recently announced RAG (Retrieval-Augmented Generation). Basically the idea is that you take an “off the shelf” LLM and then feed your local instance sensitive corporate data. It can then use that information in its responses.
So you really are “teaching” it every time you do a code review of the AI’s merge request and say “Well… that function doesn’t exist” or “you didn’t use useful variable names” and so forth. Which… is a lot more than I can say about a lot of even senior or principle engineers I have worked with over the years who are very much making mistakes that would get an intern assigned to sorting crayons.
Which, again, gets back to the idea of having less busywork. Less grunt work. Less charlie work. Instead, focus on developers who can actually contribute to a team and design meetings.
And the model I learned early in my career that I bring to every firm is to have interns be a reward for talented engineers and not a punishment for people who weren’t paying attention in Nose Goes. Teaching a kid to write a bunch of utility functions does nothing they didn’t learn (or not learn) in undergrad but it is a necessary evil… that an AI can do.
Instead, the people who are good at their jobs and contributing to the overall product? They probably have ideas they want to work on but don’t have the cycles to flesh out. That is where interns come into play. They work with those devs and other staff and learn what it means to actually be part of a team. They get to work on really cool projects and their mentors get to ALSO work on really cool projects but maybe focus more on the REALLY interesting parts and less on the specific implementation.
And result is that your interns are now actually developers who are worth a damn.
Also: One of the most important things to teach a kid is that they owe the company nothing. If they aren’t getting the raise they feel they deserve then they need to be updating their linkedin and interviewing elsewhere. That is good for the worker. And that also means that the companies that spend a lot of money training up grunts? They will lose them to the companies who are desperate for people who can lead projects and contribute to designs but haven’t been wasting money on writing unit tests.
Actually, nvidia recently announced RAG (Retrieval-Augmented Generation). Basically the idea is that you take an “off the shelf” LLM and then feed your local instance sensitive corporate data. It can then use that information in its responses.
So you really are “teaching” it every time you do a code review of the AI’s merge request and say “Well… that function doesn’t exist” or “you didn’t use useful variable names” and so forth. Which… is a lot more than I can say about a lot of even senior or principle engineers I have worked with over the years who are very much making mistakes that would get an intern assigned to sorting crayons.
Which, again, gets back to the idea of having less busywork. Less grunt work. Less charlie work. Instead, focus on developers who can actually contribute to a team and design meetings.
And the model I learned early in my career that I bring to every firm is to have interns be a reward for talented engineers and not a punishment for people who weren’t paying attention in Nose Goes. Teaching a kid to write a bunch of utility functions does nothing they didn’t learn (or not learn) in undergrad but it is a necessary evil… that an AI can do.
Instead, the people who are good at their jobs and contributing to the overall product? They probably have ideas they want to work on but don’t have the cycles to flesh out. That is where interns come into play. They work with those devs and other staff and learn what it means to actually be part of a team. They get to work on really cool projects and their mentors get to ALSO work on really cool projects but maybe focus more on the REALLY interesting parts and less on the specific implementation.
And result is that your interns are now actually developers who are worth a damn.
Also: One of the most important things to teach a kid is that they owe the company nothing. If they aren’t getting the raise they feel they deserve then they need to be updating their linkedin and interviewing elsewhere. That is good for the worker. And that also means that the companies that spend a lot of money training up grunts? They will lose them to the companies who are desperate for people who can lead projects and contribute to designs but haven’t been wasting money on writing unit tests.