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A few weeks ago, I shared a 42-page report from the World Economic Forum that included a framework to help leaders understand the impact of AI on entry-level roles and potential responses. One component was redesigning entry-level roles to fit an AI-enabled world. I am now sharing a recently released 30-page PwC paper with a section specifically on entry-level roles and AI, that can help inform where job redesign in entry-level roles could have the greatest ROI. Analyzing over 1 billion job postings globally, the analysis identifies a phenomenon it calls “seniorization,” where entry-level roles in highly AI-exposed occupations are rewritten to require skills typically reserved for experienced workers, such as judgment and people management. Entry-level roles that had been “seniorized,” meaning they had added 10 or more of these traditionally senior skills, grew 35% between 2019 and 2025, while non-seniorized roles in the same category fell 10%. This is an opportunity for organizations to be intentional about early-career reinvention, so they can build the talent pipeline for the future rather then simply eliminate or reduce early-career roles. Which early-career roles and paths need to be reinvented for an AI-enabled world in your organization, and how will that change how you recruit, hire, and develop early-career talent? This is a topic we will discuss in my private community for internal HR practitioners, Talent Edge Circle.
