Are entry-level jobs going away? If you’ve been job hunting lately, it might feel like they are. Once, new graduates could find jobs that required little to no prior experience, allowing them to build skills while earning a paycheck. But today, many of those same positions demand years of work history, leaving young professionals in a frustrating cycle—unable to get a job because they don’t have experience, but unable to get experience because they can’t get a job. At the same time, AI and automation are reshaping what entry-level work looks like. Some of the jobs that once served as stepping stones into industries are disappearing, while new ones—often requiring technical proficiency—are emerging. This shift raises a big question: are companies eliminating entry-level jobs, or are they simply changing in ways that make them harder to access?

What Is The Meaning Of Entry-Level Jobs?

Entry-level jobs have traditionally been jobs that provides on-the-job training rather than requiring extensive prior experience. These roles have long served as a way for companies to develop future talent, allowing workers to gain industry knowledge, improve soft skills, and become proficient in technical tasks.

For decades, entry-level hiring followed a fairly predictable pattern. College graduates or those entering the workforce for the first time would secure a junior role, gain experience, and move up within a company or industry. This system allowed businesses to train employees from the ground up while ensuring a pipeline of skilled workers.

Employers keep raising the bar for what qualifies as “entry-level,” making it harder for new grads to get a foot in the door. A Business Insider report found that 35% of jobs labeled “entry-level” now require at least three years of experience—essentially redefining what entry-level even means. At the same time, more companies are prioritizing skills-based hiring over degrees, with a 2024 NACE study revealing that nearly 65% of employers now focus on specific competencies rather than formal education.

For job seekers, this means experience matters more than ever—but without traditional entry points, many are left wondering where they’re supposed to get it. Employers are no longer looking at these positions as training grounds. Instead, they expect candidates to come in with specialized knowledge, leaving many young professionals at a disadvantage.

What Is An Entry-Level Job Example?

The types of jobs considered entry-level have evolved, especially in industries where automation and AI have changed daily operations. Many traditional entry-level positions in administration, data entry, and customer service have been reduced or replaced by technology. In contrast, new jobs are emerging that require familiarity with AI tools, automation software, or digital platforms.

Some examples of how entry-level roles are shifting:

• Jobs that used to be widely available include data entry clerks, call center representatives, and administrative assistants. Many of these roles required minimal prior experience and provided on-the-job training.
• Jobs that are now replacing them include AI content reviewers, chatbot trainers, and automation support specialists. These new positions often require technical skills that past entry-level jobs did not.

The problem is that these new roles demand a level of expertise that wasn’t expected from entry-level candidates in the past. Where someone might have previously learned on the job, they are now required to have relevant certifications, AI proficiency, or experience with digital platforms before they even apply.

What Job Titles Are Entry-Level?

While some industries still offer clear entry-level pathways, others have seen significant shifts. In technology, for example, internships and apprenticeships have become more common than traditional entry-level jobs, serving as a way for companies to screen talent before making a full-time hire.

Some current and emerging job titles that serve as entry points into industries include:

• Digital marketing associate – This role often involves content creation, social media management, and working with AI-driven analytics tools.
• Junior AI analyst – Employees in this role assist data science teams by labeling and refining machine learning datasets.
• Customer success associate – Replacing traditional customer service roles, these professionals help manage AI-enhanced customer support systems.
• Technical support specialist – While this role still involves troubleshooting software, it now often includes AI-driven diagnostics and automation oversight.

Despite these evolving roles, many companies still struggle with hiring. By requiring years of experience for jobs that should serve as starting points, businesses are unintentionally limiting their own talent pipeline.

The Impact Of AI And Automation On Entry-Level Jobs

AI and automation are playing a major role in reshaping entry-level work. In some cases, automation has eliminated repetitive, lower-skilled positions, forcing workers to upskill or pivot to different careers.

Industries that have traditionally relied on entry-level talent are seeing some of the biggest shifts:

• In finance, entry-level accounting and bookkeeping roles have been reduced due to AI-powered automation software that processes transactions and audits financial records.
• In retail, self-checkout systems and AI-powered inventory management have changed the need for frontline workers.
• In journalism and content creation, AI-generated articles and marketing copy are replacing the need for junior writers and content creators.

While AI is eliminating some roles, it’s also creating opportunities. The challenge is ensuring that the workforce can keep up with these rapid changes.

Conclusion: Are Entry-Level Jobs Going Away?

Entry-level jobs aren’t disappearing entirely, but they are evolving in ways that make them harder to access. The demand for skills—particularly those related to AI and automation—means that what used to be a training-ground job now often comes with experience requirements that didn’t exist before.

This shift is creating a workforce gap where companies struggle to fill roles because they overlook candidates who could develop into strong employees if given the chance. Employers that truly want to build a sustainable talent pipeline will need to:

• Reintroduce true entry-level opportunities that don’t require years of experience.
• Expand on-the-job training programs to help new hires develop necessary skills.
• Redefine what “qualified” really means, focusing on potential rather than existing expertise.

The job market is changing, and businesses that fail to adapt may find themselves struggling to attract the next generation of talent.