I used "misalignment" as a kind way to say "because we realized we don't want to work with you." But you're chasing a different thread anyway. We're talking about quick hiring and firing being better than thoroughly vetting a candidate. If we want to talk about how to hire junior engineering talents specifical, we can do that.

I definitely spend less time per person, trying to find juniors. You have to because t What you're looking for is different. My only goal for hiring junior engineers is to find out if they know enough to not drown and if I think they're willing and able to learn fast. That takes less time and the risk is generally less because my expectations are lower and so is the compensation.

It's been a while since I hired junior people though. The roles I take are always in early phase startups and I don't have budget for people who need on-the-job training.