Because that would suck. I don't like the waste bin. It smells funny.
I think this makes me more of a pony with an ice cream cone duct taped to its forehead.
In seriousness, some tips that I find help:
* Learn & use Bootstrap. A manager actually told me to use Bootstrap instead of a custom webapp design created by his in-house designer once. The defaults are fine for a surprisingly wide range of projects.
* Learn some design basics, like the rule of thirds, typography and picking palettes from colour wheels.
* Don't be afraid to copy other people's designs. Conversely, if you're copying whatever is in fashion right now (I'm looking at you, long, scrolling pages split into sections of type/images...), then you might be better off just using Bootstrap.
Finally...
* Hire a designer.
Seriously. Design is easy: 1) Typesetting. Just put the text where it should go. 2) Colored backgrounds! Everyone likes color. 3) Responsive. Make it look good on mobile as well as many resolutions (max-width the main content area, use a framework).
* The money to pay a junior developer who won't be productive until they're trained (probably a few months).
* The money to pay a more experienced developer to train someone rather than working on your app.
* The wiggle room on your deadlines to be able to slow things down for training.
* The stomach to live with the fact that an experienced developer may become available two weeks after you've hired a junior dev.
A bootstrapped startup is almost never going to have the capital to make this feasible, but a big company might.
Java developers are easy enough to find, so it rarely makes sense to spend months training someone. Ruby developers are a bit harder, and the training is almost mandatory if you're looking for Haskell developers.
That said, I would like to see big companies take a leadership role in this stuff. My company is always complaining about how hard it is to find qualified people. We've got the time and resources to run a bootcamp-style training course. We could bring in 30 people and train them for a few weeks and offer junior positions to the people who performed best. The people who were passed over still have valuable skills they can use to be hired by other companies.
/the author
But I feel exactly like you.