A letter from former entry-level hires

What Entry-Level Talent Wants You to Know Before Your Leadership Pipeline Cracks

Hi there. Remember us?
We’re the candidates you stopped interviewing. The résumés you screened out for not having 3 years of experience. The early-career talent everyone says is “not ready.”

And yeah—we’re talking. We’re not just job seekers. We’re your future managers.
But this isn’t about us.

It’s about you.

You waited for perfect instead of investing in potential.
And the entry-level freeze you made to save money today?
That’s the leadership drought you’ll feel tomorrow.

Entry-Level Is Gone—But We Didn’t Go with It

In 2024, entry-level tech roles are down 35%. Healthcare admin, cybersecurity, business ops—vanishing.

Oh, and many of the roles still called “entry-level”? They now require experience we couldn’t get because, well… you stopped offering entry-level jobs.

We didn’t opt out.
We were never let in.

And without that first rung? Your ladder to leadership is rotting at the base.

You Say We Can’t Compete With AI. Cool. But Can AI Coach a Team?

Sure—AI can handle a support ticket.
But can it lead a tough conversation? Build trust across time zones? Read the room?

We’re not afraid of automation. We grew up on tech.
We just want a shot to learn how to work with it—not be replaced by it.

63% of execs say AI will absorb routine tasks.
That just makes human skills—like empathy, adaptability, and collaboration—your new competitive advantage.

Empathy Doesn’t Come From a Certification

You know what happens when you cut entry-level roles and skip training?

60% of new managers are promoted without ever learning how to lead.

So when mid-level managers struggle to retain teams, resolve conflict, or coach up—just remember:
They didn’t miss the opportunity.
They never had it.

 Apprenticeships: The Win-Win You’re Overlooking

So what do we want?

A shot—not a slam dunk.
A pathway—not a pass.

That’s why we’re here for apprenticeships and wage-based learning—models that let us earn while we learn and grow into real contributors.

And guess what?
It works for you, too.

• 72% retention in apprenticeship roles vs. 49% in traditional hiring
• 82% lower first-year turnover with structured onboarding
• IBM fills over 50% of roles skills-first, no degree required

This isn’t generosity.
It’s how you future-proof your workforce.

You’re Not Just Hiring Us. You’re Future-Proofing Your Company.

We’re not asking you to bet on our résumés.
We’re asking you to bet on your own pipeline.

Because when you invest in people early, you’re not just filling roles.
You’re shaping culture.
You’re building leadership.
You’re locking in the skills you keep saying are missing.

It Might Sound Like It’s About Us—But It’s Really About You

The companies that crack the early-career code won’t just win the hiring game.
They’ll lead in innovation, retention, and agility—because they won’t be rebuilding every time the market shifts.

So sure, you can wait for polished, plug-and-play talent to show up.
Or you can shape it now—and watch them lead for years.

Don’t Build a Moat. Build a Runway.

We’re out here. We’re ready.
We just need you to stop building barriers—and start building opportunity.

We’re Not Lazy. You Just Stopped Training Us.

Entry-level isn’t dead.
It’s just waiting for the sequel.

Sources

• 35% decline in entry-level tech roles → LinkedIn Workforce Report (2024)
• 63% of execs say AI will absorb routine tasks → LinkedIn AI Executive Survey
• 60% of new managers lack formal leadership training → Wharton Executive Education
• 72% retention in apprenticeships vs. 49% traditional → U.S. DOL
• 82% lower turnover with structured onboarding → Brandon Hall/Glassdoor
• IBM fills 50%+ roles skills-first → IBM “New Collar” Program
• Reframing apprenticeships as ROI → Multiple business and workforce studies (DOL, Forbes, IBM)