Every week a new thread from seniors on Hacker News - AI dev tooling is getting too good.

Every week there is a new thread from seniors on Hacker News - AI dev tooling is getting too good. Cursor, Claude Code, Codex, agent pipelines. Some have FOMO. Some ignore it. Some have quietly restructured and produce alone as much as a team used to do. The role of the developer is really changing; this is no longer a prediction - it is a fact. But here’s the catch: finding an engineer who can really orchestrate AI at a production level is almost impossible. The market is flooded with people whose "AI" on their resume means "I installed Copilot and write prompts in ChatGPT." There is a chasm between this and a person with their own spec-driven pipeline, enforced TDD through agents, MCP servers, skills, and automation. And for many companies, this is a real blocker: AI adoption is not constrained by budgets or strategy - it is that the current team simply does not know how to work with the agent stack at the level that already exists. This is the usual reality that is not commonly talked about. Mike Volkov is a person who understands this from the inside, not a recruiter in the classical sense, but a partner who understands the stack, sees the difference between hype and real skills, and knows where to find those few engineers on the market - engineers who, with a bunch of sub-agents and specs, really change the principles of software construction in a company. If you are building a team - @mikevolkov If hiring is not in the plans yet, but you want to understand where the market is heading - Mike has a channel. Mike recently documented two fresh cases exactly about what I mentioned above: one - how they searched for a Staff Mobile engineer in EdTech, who should replace a team alone; the second - how they hired a technical architect for an international AI platform with a hundred engineers, where the CTO was looking for someone capable of breaking the team's resistance to transitioning to AI. In both documents - the process, finalists, anonymized resumes, and analysis of why some were hired and others were not. If you want to see how this looks from the inside - write to Mike privately, @mikevolkov, he will send it.