“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 article 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, triage emails and customer queries, and 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.
A junior marketing assistant might once have spent hours writing social posts and analysing campaign data. Today, AI tools 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 one to three years of relevant experience, a specific degree, industry certifications, and 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, or break down roles into micro-jobs across global teams. While this is more flexible for businesses, it often eliminates learning opportunities for young workers. 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. New hires are often expected to handle complex digital tools, client communications, and project ownership — important and interesting tasks, but not what you’d typically expect at the start of your career, and 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 — 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.
What students & job seekers can do
Adopt a “skills-first” mindset. Stop thinking in terms of job titles. Start thinking in terms of what you can do. Use every experience to extract transferable skills, then communicate those in your CV and interviews.
Create a portfolio, even without a job. Whether you're interested in design, coding, writing, business, or education, build things you can show: a personal website, uploaded designs, blog posts or tutorials, projects on GitHub or Behance. Employers love proof of initiative and capability.
Do micro-internships or freelance projects. Short gigs or one-off tasks help you build experience through platforms for micro-internships, freelance work, or volunteer roles with real deliverables. You learn to communicate professionally, handle feedback, and manage time and expectations.
Start networking early, even if it's scary. Most opportunities come from relationships, not job boards. Find professionals in your field on LinkedIn or via school connections, ask for 15 minutes of their time, and follow up with gratitude.
Learn the tools employers use — design, data, remote-work, writing, and project-management tools can mostly be taught yourself for free online.
What educators & institutions can do
Rethink curriculum through the lens of employability by embedding real-world projects with deliverables students can showcase. Partner with local employers for guest lectures, job shadowing, project briefs, or industry panels. Help students articulate their skills using the STAR method (Situation, Task, Action, Result), LinkedIn profiles, and interview practice. Promote alternative pathways like apprenticeships, T-Level placements, youth traineeships, and industry certification routes — and showcase success stories to remove the stigma from non-university paths.
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. Entry-level jobs must be redefined — from repetitive and mechanical to human and strategic. New “entry-level” roles should involve managing AI tools, interpreting results, spotting errors or bias, and making decisions using judgement 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, and 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.