# Veille Emploi & Devs - YYYY-MM-01

## Synthèse exécutive

Résumer en 8–12 lignes :
- État du marché emploi dev (hiring ↑/↓, trend salaires)
- Impact AI agents sur rôles devs (juniors vs seniors, skills shift)
- Implication directe pour hiring strategy et team structure
- 1–2 red flags ou opportunités
- Tone = direct, fact-based, prêt pour Codir

Exemple tonalité :
*"Marché dev reprend (+15% postings), mais entry-level toujours comprimé (–45% vs 2023). AI-savvy devs gagnent +$25K premium. Turnover seniors en risk si pas upskill agent orchestration. Opportunité : reskill existing juniors (cheaper than hiring external). Red flag : bootcamp graduates hitting wall, pipeline fragile."*

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## Top 5 des Signaux Forts

| Sujet | Importance | Data clé | Implication hiring / org | Action recommandée |
|---|---:|---|---|---|
|  | Fort / Moyen / Faible |  | Hiring bar? Team struct? Comp? |  |

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## Impact par Rôle

### Développeurs Juniors

**Market trend :**  
**Salaire :**  
**Skills critiques :**  
**Sentiment / Attrition :**  
**Hiring outlook :**  
**Action recommandée :**  

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### Développeurs Mid-Level

**Market trend :**  
**Salaire :**  
**Skills critiques :**  
**Sentiment / Attrition :**  
**Hiring outlook :**  
**Action recommandée :**  

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### Développeurs Seniors / Tech Leads

**Market trend :**  
**Salaire :**  
**Skills critiques :**  
**Sentiment / Attrition :**  
**Hiring outlook :**  
**Action recommandée :**  

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### Chefs de Projets / Product Managers

**Market trend :**  
**Impact :**  
**Skills demanded :**  
**Action recommandée :**  

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## Marché Emploi : Données Quantifiées

### Job Postings & Hiring Trends

| Métrique | Trend | Data source |
|---|---|---|
| Job postings dev (total) |  | ZipRecruiter / Indeed |
| Entry-level postings |  | ZipRecruiter |
| Senior/lead postings |  | LinkedIn |
| Hiring pace |  | Blind, company reports |

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### Salaires & Compensation

| Profil | Salaire USD | Premium AI | Trend | Source |
|---|---:|---:|---|---|
| Entry-level (non-AI) |  |  |  | Levels.fyi |
| Entry-level (AI-aware) |  |  |  | Levels.fyi |
| Mid-level (architecture) |  |  |  | Levels.fyi |
| Senior (agent orchestration) |  |  |  | Levels.fyi |

---

### Skills In-Demand & Trending

| Skill | Trend (↑/↓/→) | Why (AI agent shift?) | Hiring demand |
|---|---|---|---|
| Python |  |  | Very high |
| Systems design |  |  |  |
| Agent orchestration |  |  |  |
| Cloud architecture |  |  |  |
| Cybersecurity |  |  |  |
| TypeScript / React |  |  |  |
| DevOps / SRE |  |  |  |

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### Talent Sentiment & Attrition

| Signal | Data | Implication |
|---|---|---|
| Junior morale (Blind, Reddit) |  | Attrition risk? Upskill urgency? |
| Senior burnout (agent oversight?) |  | Orchestration complexity risk? |
| Bootcamp grad employment |  | Pipeline health? |
| Avg tenure senior roles |  | Retention risk? |

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## Implications pour Stratégie Hiring

### Entry-Level Hiring Strategy

**Current state :**  
**Challenge :**  
**Recommendation :**  

*Exemple : "Entry hiring –45% vs 2023. AI agents do routine coding. Juniors must learn agent supervision day 1. Bootcamps not preparing for this. → Recommendation : Build internal bootcamp for junior upskilling on agents, not from market."*

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### Senior Hiring Strategy

**Current state :**  
**Demand :**  
**Recommendation :**  

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### Compensation Policy Update

**Current salary bands :**  
**Market shift :**  
**Recommendation (raise ranges?) :**  

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## Implications pour Structure Équipes

### Current Team Composition (est.)

| Level | Headcount | % Team | Role |
|---|---:|---:|---|
| Junior | 60% | | Routine coding, pair with agents |
| Mid |  |  | Feature delivery, agent supervision |
| Senior |  |  | Architecture, tech strategy |

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### Recommended Composition (Agent Era)

| Level | Headcount | % Team | Role | Rationale |
|---|---:|---:|---|---|
| Junior | 20% | | Agent supervision, code review | Agents do routine; juniors + agents needed for oversight |
| Mid | 50% | | Feature delivery, agent orchestration | Core delivery, multi-step agent management |
| Senior | 30% | | Architecture, agent system design, hiring | Design agent workflows, mentor mids |

---

### Team Structure Evolution Needed

- **Hiring :** Shift from juniors to seniors + mids
- **Onboarding :** New junior path = agent tools first, not "write CRUD"
- **Career ladder :** Senior ≠ coding expert; now architect + agent orchestrator
- **Mentoring :** Seniors teach "how to supervise agents", not "write perfect code"

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## Red Flags & Opportunities

### Red Flags

| Flag | Evidence | Risk | Mitigation |
|---|---|---|---|
| Junior pipeline evaporating | Entry-level –45% | Can't grow talent internally | Build reskilling track for existing juniors |
| Salary compression | AI-aware +$25K → market inversion | Attrition senior? or entry tier obsolete? | Model compensation, decide positioning |
| Agent orchestration skill gap | No one in market teaches this | Hiring externals fails | Invest in internal training on agents |

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### Opportunities

| Opportunity | Why now | Expected benefit | Effort |
|---|---|---|---|
| Reskill existing juniors on agents | Entry market broken, but internal talent exists | Cheaper hiring, culture retention, agent expertise | Moyen (4–8 weeks training) |
| Acquire senior architect talent | High demand for agent design, talent available | Build moat vs competitors | Fort (recruiting + offer) |
| Invest in internal academy (agents) | No market training exists yet | Become known for agent talent, attract top devs | Fort (6 months build) |

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## Questions à Creuser

1. **Hiring :** How do you build a junior pipeline when entry-level jobs vanish? Bootcamp? Internal ramp? Retraining?
2. **Compensation :** Do you raise salary bands for AI-aware devs, or accept attrition? What's your talent moat?
3. **Team math :** If agents +30–50% productivity, and juniors can't learn coding anymore, what's the optimal team ratio (juniors:mids:seniors)?
4. **Retention :** Which seniors are at risk of leaving for "agent native" startups? How do you keep them?
5. **Culture :** Does "your dev became a supervisor of agents" feel like demotion or promotion to your team?
6. **International :** Is this trend US-only (Levels.fyi, Blind = US-centric) or happening globally?

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## À Intégrer dans PKM

| Note | Action | Priorité |
|---|---|---|
| 20-areas/pro/management/hiring-strategy-2026 | Créer / enrichir hiring policy pour agent era | ⭐⭐⭐ |
| 20-areas/pro/management/compensation-2026 | Mettre à jour salary bands si market shift est réel | ⭐⭐⭐ |
| 20-areas/pro/management/junior-pipeline | Créer internal ramp vs bootcamp trade-off analysis | ⭐⭐⭐ |
| 20-areas/pro/cto/team-structure-agent-era | Documenter ideal team ratio (junior/mid/senior) | ⭐⭐ |
| 30-resources/management/reskilling-agents | Créer curriculum for internal agent training | ⭐⭐ |

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## Sources Consultées

| Source | Éditeur | Date | Type |
|---|---|---:|---|
|  |  |  | Salary data / Job trends / Report / Article |

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## Actions pour le Mois Prochain

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