[mcculley]

I also did this with my consultancy along with reimbursing employees for passing certifications and paying for tuition. Three of them work for Microsoft now and one works for Amazon. Others are at other big firms. I don't regret how I invested in them and I think it is great that they are doing so well in their careers, but I will not make an unsecured investment like that again.

[jrochkind1]

Yup. I guess one way to "secure" it would be to try to make them promise to keep working for you for a certain amount of time, but even if there's a legal way to do it, that just seems icky, who wants to force people to keep working for you when they don't want to, or the environment that will come from working with people who would rather be somewhere else but are being forced to stay. That's not a good solution.

[wyclif]

In a standard tuition reimbursement situation, you have to stay at the company (even if you don't want to) and maintain a certain grade point average. Why can't software companies adjust to this but other kinds of employees can?

[wyclif]

It's sad to read comments like yours because I'm a junior dev myself. I can't blame you, though, because as I pointed out above, it's all due to perverse incentives in this industry.

[polishdude20]

This must be why I don't see many junior dev jobs on HN or many other places. The software industry is very lucrative IF you're not a junior.