> they are young and relatively inexperienced, and I want them to see how we work, how we solve problems, how their peers communicate and how we think about different aspects of the business.
You basically want the seniors' suffer the uncompensated inconveniences of WFO so that the juniors can grow.
> This is every bit as important to the professional growth of our juniors as it is to my new business.
This is not altruism though, juniors' professional growth is important for your business growth.
> if you are able to come in, then come in. If you have kids or other commitments then fine, work from home a couple of days a week.
We know from "unlimited time off" experiments that the game theory of this doesn't play off that way. People will race to bottom yielding to tacit peer and management pressure.
> I know this doesn’t work for all companies, but its not like this policy is poorly considered or arbitrary ... But there are reasons for why we do what we do.
No one is saying it is arbitrary. It works better for management. And management makes the calls. That's the reason.
> I guess my company is going to attract people who prefer this mode of operation
Or lose the talent that prefers to have more agency on their work conditions.