💎 The Death of the Job Pyramid — and What Comes Next

You’ve probably heard the phrase “climbing the career ladder.”

It’s one of those metaphors that gets thrown around so much that we rarely stop to ask what it really means, or whether it still makes sense.

Well, here’s the thing: that ladder, or more precisely the old “job pyramid” structure it’s based on, is quickly becoming obsolete.

And if you're just starting out in your career, this shift is something you need to understand, because it’s changing not just how we get in the door, but how we move up, specialise, and thrive 🎢

• At the bottom, you had lots of entry-level roles. These were the “foot in the door” jobs where people learned on the job, gained confidence, and built their network.
  
  

• In the middle, there were fewer specialists and managers — people who’d developed a particular skillset or leadership capacity.
  
  

• At the top, a small group of senior executives called the shots.
  
  

There was this sense of predictability: start at the bottom, do your time, learn the ropes, move up step by step. You could see the ladder. You could feel the rungs beneath your feet.

But today, that pyramid is collapsing.

• The bottom (entry-level) is now narrow. Fewer junior roles. Much more competition. Lots of automation.
  
  

• The middle is thick — full of specialists, technical experts, consultants, and cross-functional roles.
  
  

• The top remains the same: a few execs at the top steering the ship.
  
  

So instead of being wide at the base, the workforce is “fat” in the middle.

Think of it like this: 10 years ago, a company might have hired 20 grads into junior roles and slowly filtered them up. Now? They might hire 3 grads, expect AI to handle the simpler stuff, and bring in mid-level contractors with five years’ experience. Why train up when you can hire someone ready-made?

👉 The result? Entry-level roles are disappearing, and without them, the old pathway to expertise is breaking down.

1. AI has taken over a LOT of junior-level tasks

You know those jobs that used to involve formatting spreadsheets, writing up reports, drafting client emails, or even pulling together research decks?

AI can now do a large chunk of that. In fact, tools like ChatGPT, Notion AI, and Google’s Gemini can handle many “starter” tasks. You can ask them to write the first draft of a blog post, summarise a meeting transcript, or generate a business proposal outline, things that junior staff would typically cut their teeth on.

And it’s not just comms. In software engineering, for example, AI can write basic code, run unit tests, and suggest bug fixes, meaning companies need fewer junior devs to do that grunt work.

2. Companies are hiring cautiously

Post-COVID, in a world of inflation, shifting economies, and tight margins, companies have become extra cautious about headcount.

Entry-level roles are seen as more of a cost centre than a value centre, especially when AI can help fill the gap. And this economic caution fuels the demand for already-trained, mid-level professionals who can jump in and hit the ground running.

It’s not an easy combo... less need for juniors, and more pressure on grads to show up with more than just potential.

Because... everyone still expects you to “become an expert” eventually. But if you can’t get hired at the start of the journey, how do you ever get that crucial hands-on experience?

You can’t become mid-level if you never get entry-level. It’s like asking someone to be a great swimmer without ever letting them near a pool.

Here’s what you can do:

🔍 1. Be proactive in getting experience

If companies aren't handing out entry-level roles like before, you’ve got to create your own entry points.

That might look like:

• Volunteering for a local nonprofit and managing their social media for free.

• Helping a small business improve their customer service or website.
  
  

• Doing a self-led project (e.g., start a podcast, build an app, create a portfolio site).
  
  

• Joining student groups, hackathons, case competitions, or peer-led learning circles.
  
  

All of these give you real-world skills, examples to show on your CV, and stories to tell in interviews.

🧠 2. Think in terms of skills, not titles

It’s tempting to focus on getting a “graduate job” or “junior analyst” title. But the real key is building up skills: problem-solving, critical thinking, teamwork, digital fluency, and adaptability.

In the diamond workforce, titles matter less than competence. Can you get things done? Can you learn quickly? Can you work with people? Can you guide AI tools effectively? Show that, and you’re gold. 💪

🔗 3. Build connections, not just applications

Many people are stuck in a cycle of sending 100 applications and hearing nothing back. (We’ll talk about that more in the next post.)

But here’s what works better: relationships.

Talk to people, ask questions, join events, reach out to alumnihare your work on LinkedIn. Let people know what you're learning and curious about. A warm intro beats a cold CV any day.

Forget the neat “one linear step at a time” image. Your career might involve moving sideways, trying new things, picking up micro-experiences, and building a skillset that eventually gets you into that expert-level middle tier.

It might be messy, or it might feel slower. But it will also be richer, more creative, and, in a way, it could feel more like you.

Have you experienced the shrinking entry-level world firsthand?
Have you found creative ways to get experience without a “real” job title?

What’s been working, or not working, for you? Drop a comment below 👇 I’d love to hear your story, your questions, or your take. I want to help you grow!