You have 1 veteran doctor overseeing 4 learning doctors. For example operating rooms do this, where they will have 4 operating rooms with 4 less experienced anesthesist and then 1 very experienced anesthesist who will rotate between the 4 and is on call for when shit hits the fan.
Honestly I think everyone here is missing the forest for the trees. Juniors their main purpose isn't to "ask questions", it's to turn into capable seniors.
That's also why the whole "slash our junior headcount by 3/4th" we are seeing across the industry is going to massively, massively backfire. AI / LLMs are going to hit a wall (well, they already hit it a while ago), suddenly every is scrambling for seniors but there are none because no one wanted to bear the 'burden' of training juniors to be seniors. You thought dev salaries are insane now? Wait until 4-5 years from now.
A hospital model may be a good idea. One where you have a senior programmer and many junior ones doing most tasks isn't. IMO, something closer to a real hospital team, where you have experts of different disciplines, and maybe a couple of juniors composing the team has much higher chances of success.
That is not how hospitals work. The surgery departement won't have a crack team of different disciplines to teach budding surgeons everything. They'll only have veteran surgeons to guide less-experienced surgeons.
What you will have is interdepartmental cooperation / hand-off, and you'll have multi-discipline roles like surgical oncologist.
In the same way, you won't have devops seniors training front-end juniors.
And practically, you can have one or two journeymen per master. However, these 2-3 people can in turn support 3-4 more juniors to supply useful work.
This also establishes a fairly natural growth of a person within the company. First you do standard things as told. Then you start doing projects that mostly follow a standard that has worked in the past. And then you start standardizing projects.
One is a "one junior per team" model. I endorse this for exactly the reasons you speak.
Another, as I recently saw, was a 70/30 model of juniors to seniors. You make your seniors as task delegators and put all implementation on the junior developers. This puts an "up or out" pressure and gives very little mentorship opportunities. if 70% of your engineers are under 4 years of experience, it can be a rough go.