The Hidden Threat to Entry Level Roles

3 Minute Read

Why Juniors Risk Being Sidelined

• Nature of junior work: Early career roles such as research, data-gathering, report drafting are precisely the repetitive, structured tasks that AI excels at.

• Senior roles vs. junior tasks: Senior professionals focus on influencing, partnerships, strategy and high-stakes skills that are harder to automate. Juniors often do grunt work AI can now handle efficiently.

Why Entry Roles Matter and What We're Losing

1. On the job learning: New hires learn by shadowing, pitching, sitting in strategy meetings and it is this professional immersion that builds knowledge and networks.

2. Mentorship pipelines: Without juniors, mentorship fades, who will feed mid-level and senior talent in 5–10 years?

3. Talent renewal: Entry-level roles enable growth and by removing them the corporate hopper collapses and there will be no progression and no future leadership.

Real‑world Examples Already Unfolding

• European tech firms: Entry-level hiring dropped ~73% YoY in 2024–2025, while demand for mid‑senior AI-skilled hires soared.

• Silicon Valley: Entry hiring down over 50% compared to pre‑pandemic as firms leaning into experienced hires and AI capabilities .

• Telecoms (BT Group): CEO warns AI will replace 10,000 roles in call handling and diagnostics which mostly impacts junior staff /call centre functions.

The Career Pipeline In Jeopardy

Without the traditional “ground‑floor” experience:

• Graduates and junior hires struggle to access mentorship, sponsorship, and critical soft skills.

• Mid-career professionals may lack depth and diversity of lived experience.

• Companies risk creating “demented hierarchies” (senior-only structures) prone to stagnation and talent gaps.

1. Hybrid roles: Blend junior functions with AI; e.g. junior + prompt-engineering + data-interpretation.

2. Structured mentorship: Commit to apprenticeship formats, rotational programs, “AI+human” job designs.

3. Talent forecasting: Map roles at risk and bolt on human-centered elements like stakeholder collaboration or AI ethics.

4. Government/industry response: Consider incentives or tax credits for supporting entry-level talent and apprenticeships.

What Can Be Done?

• C‑suite: Re-evaluate org structure and ensure pipelines aren’t choked off.

• HR & L&D: Build AI-literate, entry-tier roles that are future‑proof.

• Policymakers: Support apprenticeships and work-expansion zones, not just safety nets.

IBM Apprenticeship: “New Collar” Reimagined

IBM's Apprenticeship Program exemplifies how structured on‑the‑job learning can combine AI fluency with career growth:

• Earn-and-learn: Participants work full-time in AI, tech, or business roles, supported by classroom learning and mentorship from senior practitioners.

• Close collaboration: Apprentices collaborate directly with experienced staff, gaining hands-on exposure to enterprise-grade tools while building professional networks.

• Credentialing & mobility: Successful apprentices earn recognized credentials and often transition into full-time junior or mid-level roles within IBM.

This ensures sustained recruitment of early-career professionals who understand both AI tools and corporate processes.

The Bottom Line

AI may boost productivity, but it risks hollowing out career entry points. Removing those roles jeopardises skill development, internal mobility, and long-term corporate health.

Want To Learn More?

We’re heavily focused on the human connection and culture of our clients and how getting this right fosters productivity and growth in a modern technology focused world.

If you’re building the next generation leadership, let’s talk.

Reply here or reach out directly to James Absalom, Chief Commercial Officer - International & Managing Partner of Global Supply Chain Practice, at ZRG.