The Distill - He’s Back

DRL dusts off the quill this week in his glorious return to The Distill.

Fueled by Goggins.
Raw takes. Zero polish.
Brace yourself.

Get Hard

Working 40 hours a week is a job. You show up, you put in the time, and you collect a paycheck. That’s fine. But if you’re serious about building something bigger—whether it’s a business, a movement, or a legacy—you need to do more.

In Louisville, too many people get comfortable working their 40 hours and then immediately look for ways to coast. They want the four-day workweek, the long weekends, the quiet quitting. They’re not just taking their foot off the gas—they’re parking the car.

Walk into any office at 8am…who’s there. Walk into any office on Monday or Friday…how many people are showing up. <empty>. That’s Louisville. We can’t even make it to the starting line. We’re parked outside the arena. We talk the game of “working hard”, but can’t even make it onto the court.

We need to move past this. We need to be able to walk into the office at 8pm and see activity. Walk into the office on Saturday and Sunday and have it be no different than Wednesday or Thursday. This is the environment that makes change.

The people who make real change don’t stop at 40 hours. They use those 40 hours as the baseline. Then they go home, crack open the laptop, and put in the next 40. They sacrifice evenings, weekends, and comfort. They push, learn, and build. They’re not waiting for someone else to hand them an opportunity—they’re creating it.

That’s the difference between having a job and having a mission.

I don’t want to hear any of that bullshit work/life balance. Life is unbalanced.

I don’t want to hear that this is tech bro culture. Go talk to a farmer or an immigrant.

This is called work ethic. Pure raw, unadulterated work ethic.

If you’re serious about making change—about growing a business, reshaping a city, or leaving a mark—then it’s time to get harder. It’s time to stop clocking out and start showing up. Show up again. And again. And again.

Louisville, if we want to compete on a national stage, we need to stop figuring out how to do less and start figuring out how to do more. And then do it repeatedly.

Junior Dev Recession

Over the past decade, tech has been one of the most aspirational industries for young professionals. Bootcamps promised six-figure salaries in months. TikToks glamorized coding from Bali. And junior developers—whether self-taught or formally trained—entered a red-hot market where demand outpaced supply.

But since late 2022, cracks have deepened. Big Tech laid off tens of thousands. VC funding cooled. Startups slashed hiring. And now, one trend has become unavoidable: junior developers are bearing the brunt of the tech hiring downturn.

What's Behind the Junior Developer Recession?

1. AI Productivity Gains (and disruption)

Tools like GitHub Copilot, Claude and Windsurf are reshaping how code is written. Already engineers report being 30-50% more productivity. Some leaders question whether the tasks traditionally assigned to junior developers (bug fixes, basic CRUD apps, testing) will be needed at all in the same way.

Imagine you run a mid-size technology department of 30 engineers. Natural attrition might require you to backfill 2-5 every year; but with everyone is 20% more productive team size can be 25 and have the same output. AI augmented coding will continue to improve; engineers will become even more productive.

2. Reduced Appetite for Training:

As previously mentioned, roles formerly filled by junior devs (bug fixes, basic CRUD apps, testing) have been taken over by AI. These roles not only trained new engineers on best practices but also allowed new engineers to become familiar with the tech stack and code base.

3. Mid and Senior Talent Saturation:

After years of hiring, and industry growth, Mass layoffs pushed thousands of experienced engineers back onto the market. With a larger pool of mid-level talent available, companies opt for experience over potential—further squeezing juniors out.

4. Globalization

COVID accelerated the push to international talent via the remote-first policy. Companies now realize if everyone is remote, then it’s no different if you live in Louisville, KY or Manila, Philippines. A company now can hire from anywhere in the global.

What This Means for New Devs

The bar has risen.

A “junior” role in 2021 might have required six months of experience. In 2025, that same role may go to someone with years of internships, open-source contributions, and a strong GitHub profile. Companies are hiring fewer juniors, and expecting more from them.

Bootcamps aren’t a golden ticket.

Where bootcamps once filled a market gap, many now churn out more candidates than the market can absorb. Quality, not quantity, is what stands out today.

Networking > Applications.

Cold applying to jobs yields diminishing returns. I’ve seen college grads send 200+ job applications and maybe hear 2-5 first-round interviews. Today, it’s often the developer who attends local meetups, contributes to community projects, or gets a warm intro who gets the interview. This is why we started KYCombinator (now KYX)

What Can Junior Devs Do?

Here are some practical ways to navigate the downturn:

• Build real things. Freelance projects, open-source contributions, or self-launched products signal initiative and skill far better than bootcamp certificates. The first question in any interview will always be “name me a project you did outside of work”; have a good answer here!

• Meet in-person, get out from behind the screen. If you’re based in the US, and I’m talking specifically to those of you based in Louisville, then get out from behind your screen! Too many applicants choose virtual over in-person. Doing so puts you against the best talent all over

• Network! This is where you can really shine! Attend KYX events or likewise any events. Create an authentic connection instead!

Looking Ahead

We may be in a “junior developer recession,” but this is not a lost generation.

The industry still needs builders. The AI revolution, aging software infrastructure, and continued digitization across all sectors mean opportunities will return. But they will look different.

The next wave of junior devs will not just know how to code—they’ll know how to ship, how to collaborate, and how to tell their story. They’ll be product-minded, adaptive, and entrepreneurial.

In short, the future junior dev is not just a coder—they’re a force multiplier.

And the industry will always have room for that.

Building the Future: Closing the Gap Between Speed School and Industry

As a technologist and entrepreneur who came to Louisville with a vision, I’ve always believed in the power of innovation and education to transform communities. The University of Louisville’s Speed School of Engineering stands at the heart of this potential—a hub of talent, ideas, and future leaders. But we face a critical challenge.

The numbers tell a sobering story: today, nearly 50% of Speed School graduates are unemployed or underemployed after graduation. Despite the exceptional technical foundation our students receive, there’s a widening gap between the curriculum and the practical demands of the market. Many students struggle to find roles aligned with their training, and too many either, stay unemployed, find jobs outside the field of computer science and/or leave Louisville altogether in search of better opportunities.

This mismatch isn’t just a statistic; it’s a lost opportunity—for our students, for local businesses, and for the city itself. The skills being developed in classrooms aren’t always translating into jobs that reflect the potential of our graduates. Yet, in this gap lies an opportunity to reshape the future.

When I arrived in Louisville, I came with the hope of partnering with the University—of building bridges between education and the broader economy. Together we strived to improve the outcomes of the students. While the challenges are real, I still hold on to that hope. I believe we can unlock Speed School’s full potential by connecting students with real-world opportunities, industry leaders, and high-growth sectors. This is more than just finding jobs; it’s about building careers, fostering innovation, and retaining talent in Louisville.

But this change won’t happen on its own. It requires leadership. It requires commitment. It requires all of us—administrators, faculty, alumni, businesses, and community members—to step up and do the work.

Here’s how we can start:

• Revitalize the Speed School advisory board with industry leaders who can help align programs with market needs.

• Create a new “career advisory board” with ACTIVE employers, who provide feedback on curriculum and industry needs

• Collect, Observe, and Act with DATA! The university (or KYX) needs to start collecting hard data on internship rates, job placement rates and compensation data.

• Expand co-op and internship partnerships to give students meaningful, relevant work experiences.

• Forge stronger ties with local businesses and startups to create a pipeline of talent and innovation right here in Louisville.

We, the community, can transform Speed School into a true engine of opportunity—a place where students not only gain knowledge but also launch careers that matter.

Let’s bridge the gap between education and opportunity. Let’s invest in the next generation. Let’s build a future where Speed School stands not only as a pillar of academic excellence but as a launchpad for success.

Join me in this effort. Let’s strengthen the board, expand partnerships, and create more pathways to employment. The future of our students—and our city—depends on it.

Sincerely,
Dan Ross-Li

That’s a wrap 🎬
Keep showing up 💪
Keep shipping 🚢
Peace, Pioneers ✌️