Ditching Junior Jobs Is Crushing Your Future Managers

Let’s not sugarcoat it: entry-level jobs are disappearing—and we’re sleepwalking into a leadership crisis.

In just the past few years, roles in fields like tech, healthcare admin, and business ops have dropped by double digits. LinkedIn reports a 35% decline in entry-level tech jobs since 2022, while SignalFire found some hiring managers would rather use AI than hire Gen Z talent. Roles labeled “entry-level” now often require 3+ years of experience. And AI? It’s not just nibbling at tasks—it’s fundamentally reshaping what early-career roles even look like.

That’s not just bad news for new grads. It’s a flashing red warning light for your company’s future.

Because when there’s no first rung, there’s no ladder.

The Pipeline Is Breaking—And It’s Not Just About Roles

Entry-level jobs used to be training grounds: where people learned how to communicate professionally, navigate deadlines, and understand organizational dynamics. Now? We’re skipping that stage and wondering why middle managers are struggling.

Spoiler alert: they didn’t forget how to lead. They never learned.

60% of managers are promoted without formal leadership training (Gartner). And as entry-level experiences disappear, we lose the very moments where foundational soft skills like empathy, collaboration, and adaptability are formed. Add in remote work and AI acceleration, and you’ve got a leadership pipeline that’s dangerously thin.

You Can’t ChatGPT Empathy

Let’s be clear: this isn’t a tech-bashing rant. AI is changing how we work—including at the entry level. But replacing junior talent with automation doesn’t build leadership muscle. If anything, it erodes it.

In a recent LinkedIn study, 63% of executives agreed that AI would absorb routine tasks—but none suggested it could replace the human skills needed to lead. That’s where skills-based hiring and wage-based learning come in.

So yes—entry-level as we knew it may be dead. But that’s not the problem.
The problem is that we haven’t built what comes next.
Long live the new entry-level: faster, fairer, built on skills, not pedigree.

Skills-Based + Wage-Based = Future-Ready

Skills-first hiring opens doors for people overlooked by degree-based systems: the single mom with a Salesforce cert but no B.A., the Army vet who’s managed teams but never built a résumé. It’s not about lowering standards—it’s about modernizing them.

Apprenticeships and earn-and-learn programs do what entry-level work was always meant to: develop talent while delivering real business value.

Need proof?

  • Companies with apprenticeships see 72% retention—compared to 49% for traditional hires (U.S. DOL).
  • IBM now fills over 50% of roles via its skills-first “New Collar” pathway.
  • Dell, post-AI layoffs, doubled down on apprenticeships to rebuild trust and upskill new talent.
  • Structured onboarding reduces first-year turnover by up to 82%, cutting costs by ~33% per role (Glassdoor, Gallup).

These programs aren’t a favor to job seekers. They’re a strategy for sustainable growth, leadership continuity, and talent efficiency.

Apprenticeships: A Triple-Threat Workforce Strategy

Federal Support:
This Administration is pushing 1 million apprenticeships annually in the latest Executive Order and with bipartisan support, we could be well on our way to building our future workforce.

State Innovation:
States like Texas, Colorado, and Indiana are launching apprenticeships in tech, healthcare, and cybersecurity. These aren’t reactive programs—they’re forward-looking blueprints.

Private Sector Leadership:
Companies like Amazon, IBM, and Dell aren’t waiting on legislation. They’re investing in apprenticeships because they work—filling roles faster, improving retention, and building the next generation of resilient, loyal leadership.

This isn’t charity. It’s infrastructure.

What Employers Can Do—Starting Now

  • Stop writing job descriptions for unicorns. Focus on core skills, not Ivy League jargon.
  • Use skills assessments instead of résumé filters. Hire for skills and potential, not pedigree.
  • Start an apprenticeship pilot. Partner with trusted workforce groups (hint: YUPRO Placement) to build a program that fits your org budget and future headcount.

The Crowning of the New Entry-Level

Entry-level isn’t gone—it’s evolving. And it’s up to us to make sure what replaces it is something stronger, smarter, and more sustainable.
Long live the new entry-level talent.

Sources

Entry-Level Job Decline

AI Replacing Routine Work

Leadership Training Gaps

Apprenticeship Retention & ROI

Corporate Examples

Onboarding & Internal Mobility

Federal & State Support

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