My team specifically went to several bootcamps (three I believe) and interviewed at least 30 different people. Of them, only two of them barely passed the interview(s).
The one person we ended up hiring had previous experience in a very relevant field and we felt would add perspective. We recognized they would need some work and we all took / take time after work to work with them. They've improved a lot and now are a pretty potent developer (six months after we hired them).
I think that's probably a standard experience. Perhaps a 5% pass rate for new junior developers from bootcamps, followed up with a known need to develop them further. That's fine though, because we can pick them up at a much lower rate (initially) and grow them. Those people are usually much more loyal, and will have a lower turn over. As long as their salary grows consistently with their competency.
The one person we ended up hiring had previous experience in a very relevant field and we felt would add perspective. We recognized they would need some work and we all took / take time after work to work with them. They've improved a lot and now are a pretty potent developer (six months after we hired them).
I think that's probably a standard experience. Perhaps a 5% pass rate for new junior developers from bootcamps, followed up with a known need to develop them further. That's fine though, because we can pick them up at a much lower rate (initially) and grow them. Those people are usually much more loyal, and will have a lower turn over. As long as their salary grows consistently with their competency.