When curiosity aligns with experience gradients (people are willing to teach each other, and can spend time doing so) it makes magic. I am far happier to hire someone who is curious to learn or eager to teach than someone who is just doing it all over again.
This does not necessitate explicit mentor-mentee relationships. Senior teams are really fun to be on when everyone is blasting cool knowledge back and forth. Junior engineers are humans with considerable life experience with something you probably would be fascinated to learn about, too.
Learning from them about things you have no experience with is often an incredible, unexpected source of inspiration. Some of my best projects have come out of the blue from a conversation that had nothing to do with the immediate goals of a team I was on at the time, with someone who had nothing to do with engineering.
Curious junior engineers often ask questions that reveal critical assumptions in design. A senior engineer may see that a system uses a load balancer, and then may assume a number of properties without drilling into the “why” of each decision. A junior engineer who has not used a load balancer to solve a problem before will ask a lot more “why” questions, which may reveal that a load balancer was totally the wrong approach upon further inspection. Communication with junior engineers often forces reevaluations that reveal important overlooked facts.