Professional profiles of the IT ecosystem.

The job search pages, especially for those that work in the world of technology, standardize three categories that sometimes seem completely fixed: Junior, Semi-Senior, and Senior.
And is not rare to see many of the Juniors open for work, complaining about the lack of opportunities.


Meanwhile, in an ever-expanding universe where faster and more efficient technological solutions are mandatory, the trainee times seem to be out of the equation. However, reaching each seniority level is the way to the top.

Let's analyze each level , thinking in terms of knowledge potential.
The first level is Juniors territory. It's full of those who have no work experience or less than two years; the second, the Semi Seniors are in a better place, with at least two years of experience; and Seniors, are those who once started as Juniors and now have more than five years of work experience.
The division is common, however, is not exhaustive.
We can understand that Juniors are the ones who know a language but have not had the possibility to apply it in a "real" work environment. This means that they don't have a complete understanding of how that language can be used for a certain project or company. That kind of experience is gained in the game, playing. This kind of
knowledge can only be achieved through trial and error. The biggest challenge that Juniors face today, is that not every company is willing to invest time in their training. However, the head stripped of that training can have a double benefit: One way, it forces leaders to teach and, at the same time forces those same leaders to see reality from a less flawed or complex perspective.
For a Junior developer, the ability to learn a language or technology can be achieved with speed, but if there is no interest and attitude, it will be useless.

A Semi Senior is halfway there, and into today's job market, they have a great advantage: they have experience,  not only working with a certain language but also with the work methodologies, which gives them the ability to adapt to the work environment, and their cache it's not as high as a Senior. In the professional marathon, they run comfortably, but that position also represents a challenge: move onto their full potential, or stay in the comfort zone in a market that appreciates it's range.
The ability of a semi senior to handle a language or tools, added to their vision of what that tool can contribute to the company they work for, is what makes their profile attractive to use.

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Finally, we recognise the Seniors. Those who can play with the holistic and complete vision of the landscape. But, on that same virtue, lies his Achilles heel. By knowing too much, they can sometimes forget about innovation and get stuck on their own ideas. In a company, Seniors duty is to expand knowledge to the team, guide them well, be attentive to everyone's needs and know how to lead them towards a common goal.
That complete and expanded vision, it's the one that understands the languages, that knows how to apply them for their benefit and who also understands how to transfer it to the work team. That's what ends up making a Senior a great leader for their less experienced colleagues.
In every team, the three ways of thinking have room. It will not depend on the years of the developer. It will depend on their skills, adaptability, and most of all, a good attitude.