Earlier quoted context omitted.
If a company has existing in-house systems that are working well, why should they care about "valuable experience that would be usable outside the company"? Unless you think it's their responsibility to train people so those people can then leave and take the benefit of that training to some other, possibly competing, business?
The company may not care about building skills for employees that are transferable elsewhere (though good companies do), but they do care about being able to hire people with skills that are applicable to their systems. While a very large company can get away with building a custom in-house ecosystem that takes months for a new employee to come up to speed on, most companies find it more palatable to use industry sta…
Of course, but who would you rather hire, someone with solid fundamentals who can get up to speed quickly with anything, or someone who job-hops to use the latest buzzword library/framework/language that may have a useful lifetime of just a few years or even less? Given an either/or decision with other things being equal, I would almost always prefer to hire the former, and then use whatever tools worked best for the job regardless of whether they were built in-house or imported. A job-hopping resume full of trendy buzzwords is a big red flag for me.
While a very large company can get away with building a custom in-house ecosystem that takes months for a new employee to come up to speed on
This argument gets made all the time in discussions about frameworks, but I just don't see it. In my entire programming career, I have yet to encounter this hypothetical nightmare architecture that takes months before you can become productive and has no useful documentation or examples even though the entire application is built around it. (YMMV, obviously.)
Being able to get up to speed quickly on a new framework or library is an essential skill for a working professional developer. Whether that is the latest shiny Web World buzzword or something internal in your new employer's environment makes little difference, as long as the internal design is also sensible and reasonably documented -- and if it's not, you have much bigger problems than who you're thinking about hiring next.