That is a good idea. Even though the code that students get into in these bootcamps is the industry equivalent of "Twinkle Twinkle Little Star", and people keep saying that in various ways here to speak on why these junior devs can't get work, that doesn't mean that it will always be that way, nor does it mean that having industry experience would not be really helpful. More than that though, is that good teaching is lacking in most of these bootcamp teachers and in most bootcamp curricula. The writing of many of these lessons in general reflects our nation's years-long trend away from cultural literacy and the value of style and communication. These teachers at bootcamps need to be so stellar at their teaching jobs that they become famous for it. And then, they need to be paid well for bringing that level of expertise. The coding bootcamp industry seems to forget that there have been many very early predecessors in this space. Take classical music, for example. A college level classical musician at a conservatory is already a professional level musician. The teachers at conservatories must be true masters in their areas of expertise. Sure, it would be great if they had up-to-date industry experience, but it is generally understood that it is so difficult to be technically great as a teacher that no one really gives a hoot about "industry experience" per se. That is considered the student's job to keep up with. It isn't a perfect model, but somehow these conservatories get people to pay mountains of money to study with these incredible teachers. And you know what? They have stopped paying these incredible teachers what they used to as well, because there is an abundance of great music talent and a dearth of music work at this point. This was not always the case, but after many years of great teaching and lower and lower pay to musicians, this is now the case. Software engineering could learn from studying the failures of this very old model, because at least its teachers had these coding schools beat from the beginning.
How to keep our staff from burning out is an easy one. Give them real breaks and often, and pay them enough to have time to do their own projects on a sabbatical year every two years. At great pay with these things in place, you can ask them to get and keep themselves up to speed. Basically, treat the teachers like they have real value and you will get real value and real competition for those positions. Or, just make the corporations pay for the labor training they say there is such a huge need for?