The Death of Entry-Level Jobs

“Fixing entry-level work is the first step to fixing all work.”
— Aneesh Raman, LinkedIn’s Chief Economic Opportunity Officer

It’s a bold claim, but one we need to take seriously. For generations, entry-level jobs acted as stepping stones. Whether it was stacking shelves, answering phones, writing product descriptions, or debugging code, these roles introduced young people to the rhythms, responsibilities, and rewards of working life.

Now, those roles are vanishing.

The landscape for young job seekers has shifted dramatically. Many of the roles that used to serve as the first step into a career- admin assistants, junior data analysts, entry-level marketing assistants, and other “learn-as-you-go” positions, are becoming rare. Automation, outsourcing, and leaner company structures mean fewer businesses are willing to pay for potential. Instead, they’re hiring only when someone can hit the ground running. The result? A growing number of young people are left ready to work, but without anywhere to start.

This blog post explores what’s happening, why it matters, and how students, educators, and advisors can respond with hope and strategy.

What’s Actually Happening to Entry-Level Jobs?

1. Automation and AI Have Taken Over Basic Tasks

Many entry-level roles were built around repetitive or predictable tasks. But today, machines can:

• Write reports or marketing copy (hello, ChatGPT)

• Triage emails and customer queries

• Handle accounting basics or inventory tracking

These are tasks that used to be “learn on the job” opportunities for new hires. Now? They’re being done faster and often cheaper by software.

Example:
A junior marketing assistant might’ve once spent hours writing social posts and analyzing campaign data. Today, AI tools like Jasper or Canva can generate posts in seconds, and dashboards automate the analysis.

While this boosts productivity, it also means fewer entry-level humans are needed.

2. Rising Experience Requirements for ‘Entry-Level’ Jobs

A growing number of job ads labelled “entry-level” now ask for:

• 1–3 years of relevant experience

• A specific degree

• Industry certifications

• Portfolios of past work

But if you’re 18–24 and trying to get your first role, how do you already have those things?

This is known as “degree and experience inflation.” Employers want to reduce training time and risk, so they hire people who’ve already proven themselves, even for junior positions.

3. Outsourcing and Gig Work Have Replaced Onboarding

Rather than hire a new full-time worker, companies often:

• Contract freelancers or remote gig workers

• Use agencies for specific tasks

• Break down roles into micro-jobs across global teams

While this is more flexible for businesses, it often eliminates learning opportunities for young workers.

Example:
Instead of hiring a junior graphic designer to work and learn under a senior creative, a company might hire a freelancer from an online platform to complete the design overnight.

The job gets done. But no one gets trained.

4. Jobs Have Been Redefined, And Made More Complex

Today’s “entry-level” roles aren’t always menial, they’re increasingly high-stakes. They might involve managing social media channels with thousands of followers or reviewing outputs from AI models for bias.

In many industries, new hires are expected to handle:

• Complex digital tools

• Client communications

• Project ownership

These are important and interesting tasks, but they’re not what you’d typically expect at the start of your career. And they’re not easily accessible without support and mentoring.

Why This Should Matter to All of Us

For Students & Young Job Seekers

• The gap between school and work is getting wider.
  You leave education full of energy and potential, but struggle to find a place to prove yourself.

• No jobs means no experience, and no experience means no jobs.
  It’s a frustrating cycle that many are stuck in.

• Confidence takes a hit.
  Young people may start to believe they’re not good enough, when the real problem is the system, not their skills or character.

For Educators & Career Advisors

• Traditional career paths are becoming outdated.
  We can no longer assume students will “start at the bottom and work their way up.”

• Institutions must equip students with real-world experiences sooner.
  Waiting until the final year of college to discuss employability is too late.

• We need to connect curriculum and careers in smarter ways.
  Teaching soft skills, tech skills, and portfolio building from day one is now a necessity.

So What Can We Do?

Let’s shift focus. If the old path is blocked, we need to build a new one.

Part 1: What Students & Job Seekers Can Do

1. Adopt a “Skills-First” Mindset

Stop thinking in terms of job titles. Start thinking in terms of what you can do.

Example: “I don’t have a job in customer service, but I ran a school open day and answered 200 visitor questions.”

Use every experience to extract transferable skills. Then communicate those in your CV and interviews.

2. Create a Portfolio, Even Without a Job

Whether you’re interested in design, coding, writing, business, or education, build things you can show.

Ideas:

• Create a personal website

• Upload Canva designs

• Share blog posts or YouTube tutorials

• Post projects on GitHub or Behance

Employers love proof of initiative and capability.

3. Do Micro-Internships or Freelance Projects

Short gigs or one-off tasks help you build experience. Try platforms like:

• Parker Dewey (micro-internships)

• Upwork or Fiverr (freelance work)

• Volunteer roles with real deliverables

You learn how to:

• Communicate professionally

• Handle feedback

• Manage time and expectations

Even small wins build credibility.

4. Start Networking Early, Even If It’s Scary

Most opportunities come from relationships, not job boards.

Try this:

• Find professionals in your field on LinkedIn or via school connections

• Ask: “Can I have 15 minutes to ask you how you started in your career?”

• Follow up with gratitude and keep the door open

People are more generous than you think. And informational interviews are often the secret behind great careers.

5. Learn Tools Employers Use

Want to stand out? Learn the tools of the trade.

Example Tools:

• Canva, Photoshop → for creatives

• Excel, Tableau → for data

• Slack, Notion → for remote teams

• ChatGPT, Grammarly → for writing

• Trello, Asana → for project management

You can teach yourself most of these for free on YouTube or Coursera.

Part 2: What Educators & Institutions Can Do

1. Rethink Curriculum Through the Lens of Employability

Embed real-world projects in courses. Whether it’s:

• Writing a marketing plan

• Designing a poster

• Creating a short podcast

• Building a prototype

Give students deliverables they can showcase.

2. Partner with Local Employers

Even if full internships aren’t possible, create:

• Guest lecture series

• One-week job shadowing

• Project briefs from real companies

• Industry Q&As or panels

These interactions build connections and confidence.

3. Help Students Articulate Their Skills

Students often don’t realize how valuable their experiences are.

Example:

“I worked on a group project and we argued a lot.”
Translate that to:
“I developed conflict-resolution and collaboration skills in team-based settings.”

Career services can run workshops to help students:

• Reflect on skills

• Create STAR stories (Situation, Task, Action, Result)

• Build LinkedIn profiles

• Practice interviews

4. Promote Alternative Pathways Like Apprenticeships

Not every student wants or needs a degree. Some thrive in work-based learning.

Highlight:

• Local apprenticeships

• T-Level placements (UK)

• Youth traineeships

• Industry certification routes (e.g., Google Career Certificates)

Showcase success stories to remove the stigma from non-university paths.

Part 3: What the Future of Entry-Level Might Look Like

We’re not just mourning what’s lost. We’re also imagining what can be created.

Matteo Cellini argues that entry-level jobs must be redefined, from repetitive and mechanical to human and strategic.

New “entry-level” roles should:

• Manage AI tools

• Interpret results

• Spot errors or bias

• Make decisions using judgment and ethics

In other words, they should teach the essence of human work: thinking, communicating, and caring.

Reframing Entry-Level as Learning-to-Lead

Think about what “entry-level” should mean:

• The first place someone learns to think critically in a work environment

• A safe space to try, fail, and get better

• The bridge between formal education and adult identity

If we can rebuild that definition, we can give every young person a place to begin.

Don’t Wait. Rebuild the Ladder Now.

The traditional entry-level job might be dying. But your career doesn’t have to suffer because of it.

If you’re a student:

→ Start building things. Ask questions. Show your skills. You don’t need permission to begin.

If you’re an educator:

→ Help your students connect what they’re learning to the real world, and help them tell their story with pride.

If you’re an employer or career advisor:

→ Make space for potential. Don’t just hire who looks perfect on paper. Hire who’s ready to learn.

Tools, Platforms & Resources to Explore