I believe that the reason it's easy to undervalue problem solvers is because when you don't need them, you don't need them. When you do need them it's mostly to late to get them and you manage without and loose money, and when you have moved on you are again in a state of not really needing them.
It's easy to see that you need problem solvers, developers, when you are developing a product. It's a lot harder to have the foresight to see that you will need them when you are managing a product.
Another reason, let's call it:
The senior dilemma
We will need more seniors, there's a lack of seniors, it's expensive to keep more seniors around until we come to the stage where we'll need them, when we need them it's probably to late to start looking for them or we'll have to overpay someone that mostly wants as much money as possible.
The sollution to the senior dilemma?
Reason 5: The junior solution
We get juniors now, some will stick around and be seniors when we come to the stage where we need seniors. Others will move to other companies and remember us as the ones that gave them a break, brought them further along their journey. Not only will this give us seniors that we won't have to overpay due to our need being so high while the supply being low on seniors, it will have given us help along the way with things we don't want our seniors to focus on and now that these people are seniors they know our products, company and, and this is a big one, the needs of our customers.
A junior isn't a title that tells you how long someone has worked in tech, it's simply how much responsibility they are able to handle in the area where they are working. If someone comes in with a score of 85% due to lack of experience with a good working environment with correct work flow, readable code, testing and code reviews, that is a junior. With the kind of experience you are talking about, it's a junior that won't take to much effort to make into a senior.
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I believe that the reason it's easy to undervalue problem solvers is because when you don't need them, you don't need them. When you do need them it's mostly to late to get them and you manage without and loose money, and when you have moved on you are again in a state of not really needing them.
It's easy to see that you need problem solvers, developers, when you are developing a product. It's a lot harder to have the foresight to see that you will need them when you are managing a product.
Another reason, let's call it:
The senior dilemma
We will need more seniors, there's a lack of seniors, it's expensive to keep more seniors around until we come to the stage where we'll need them, when we need them it's probably to late to start looking for them or we'll have to overpay someone that mostly wants as much money as possible.
The sollution to the senior dilemma?
Reason 5: The junior solution
We get juniors now, some will stick around and be seniors when we come to the stage where we need seniors. Others will move to other companies and remember us as the ones that gave them a break, brought them further along their journey. Not only will this give us seniors that we won't have to overpay due to our need being so high while the supply being low on seniors, it will have given us help along the way with things we don't want our seniors to focus on and now that these people are seniors they know our products, company and, and this is a big one, the needs of our customers.
A junior isn't a title that tells you how long someone has worked in tech, it's simply how much responsibility they are able to handle in the area where they are working. If someone comes in with a score of 85% due to lack of experience with a good working environment with correct work flow, readable code, testing and code reviews, that is a junior. With the kind of experience you are talking about, it's a junior that won't take to much effort to make into a senior.