There has been a movement at work to adopt a particular language, which is not uncommon in software engineering organizations. I'm always skeptical of these conversations, because acting on them is not without cost in the form of learning. Also, some folks treat programming languages as religion. But as a leader, I've also accepted that the cost isn't what I used to think it was, because I've hired more than a few engineers that were proficient in another language or platform, and had no problem ramping up in a reasonable time.
I didn't always feel that way. I quite literally grew up with Microsoft's .Net platform, working with those betas and even Visual Basic.Net at first. I settled into C# quickly, and a fantastic open source world opened up around it, until the thing itself became open source. My pivot started when I worked for a consulting firm, switching projects every three to six months.
The short version of the story is that I had to learn about Java, Typescript, several front-end libraries (spoiler alert: React won), and even a little Python here and there. I wouldn't say that I'm proficient in them as the years have passed, but if I had to get back into any of them, or start on something new, I could get there if I had to. I expect that of any non-new engineer.
In subsequent roles where I hired people, I was always careful to make sure that my job descriptions invited people familiar with many platforms and disciplines, while explaining what we used. If I didn't do that, I might have overlooked really great people. The biggest cost isn't even getting to know the new-to-them language or tooling, it's getting to know what their wider open source landscape looks like. That doesn't take long either.
Don't limit yourself. Unfortunately, with a lot of recruiters and hiring managers relying on AI to do little more than keyword matching, many are missing out on the best people. Even if you do limited code testing, use something like HackerRank to make the task language agnostic. Looking for [your stack] on resumes isn't the thing that you should be looking for. Look for the makers who can demonstrate delivery, customer empathy and consistent soft skills. The language will come easy.
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