What happens when the entry-level jobs disappear to AI?
In recent months, headlines have revealed a quietly alarming trend: AI is replacing graduate and entry-level jobs at large companies.
PwC has announced it will automate junior legal workflows. Other professional services giants are already piloting generative AI to handle research, analysis, client comms, and admin - work once done by assistants, interns, and grads.
This isn't a case of “AI good, humans bad.” It's a moment to ask: If big business is stepping back from early careers, who steps in?
For a generation of jobseekers, this change is unsettling. But for small and medium-sized businesses? It’s an unexpected opportunity to hire early-career talent.
What’s the real impact of AI on graduate jobs?
Graduate roles have long been the launchpad for careers - offering real work, training, and progression. If AI takes over the “doing,” what’s left to learn?
And if big companies stop hiring at the entry level, where do ambitious young people go?
The risk: We don’t just lose jobs - we lose the conditions where talent is developed.
The opportunity: A wide-open field for SMEs to step in, hire smart, and build future leaders.
When graduate schemes fade, early-career talent doesn’t disappear - it just looks for new homes.
SMEs are in uniquely position to attract early-career talent in the age of AI
This shift leaves a growing group of early-career candidates with fewer traditional pathways. These are smart, ambitious individuals who, in previous years, would have joined a graduate scheme, learned the ropes, and progressed within the corporate world.
Now, they’re looking elsewhere.
This is where SMEs can - and should - show up.
Small businesses may not have the resources of a Big Four firm. But they have something just as valuable: meaningful work, faster growth, and the ability to shape someone’s development directly.
In a world where 'entry-level' is vanishing from big business, SMEs can build roles that truly offer that 'day one' experience.
Hiring early talent isn't charity - it's strategy
With the right structure, early-career hires will:
Learn quickly Early-career hires are adaptable and open. With the right onboarding, they can start contributing within weeks - not months.
Solve real problems Forget the stereotype of inexperienced juniors. Reskillers, grads and school-leavers often come with hands-on project experience, digital fluency, and real-world side hustles. They’re ready to roll up their sleeves.
Bring fresh perspectives Early-career professionals can spot inefficiencies, challenge stale thinking, and connect with your younger customers or audience. This perspective is gold - especially for scaling teams.
Grow into future leaders of your business Train right, and they stay. Loyal hires who grow with your business don’t just fill roles - they shape your culture, lead new functions, and carry your vision forward.
“When AI replaces entry-level jobs, opportunity doesn’t vanish. It shifts.”
And in 2025, that kind of loyalty and progression is hard to buy. SMEs need to focus on potential instead of polish, but how do you recognise it in early-career talent?
If big companies are turning away from junior roles, SMEs have a unique opportunity - but here’s the key: You can’t just post a job and hope. You need a clear strategy for attracting, assessing, and supporting these candidates.
How can SMEs hire early-career talent - and do it well?
At Day One, we help you confidently hire and grow early-career talent - without needing big brand budget or an in-house HR team.
A platform that delivers pre-vetted early career talent in minutes, tailored to your needs. With fair, skills-based hiring, we ensure every candidate gets an equal shot, building teams that reflect your values so you can focus on scaling your business.
Whether you’re hiring now or planning ahead, it’s a conversation worth having.
Let’s make sure your business doesn’t miss the opportunity.
As big companies automate entry-level roles, more ambitious, capable candidates are looking elsewhere. SMEs are perfectly placed to attract that talent - but only if they act now.
I’m not sure we have the time or structure for an early-career hire. Is it worth it?
Yes. Many SMEs assume hiring junior talent requires a graduate programme or big HR setup — but it doesn’t. With Day One, we match you with early-career candidates who are pre-vetted and ready to contribute. We also provide the tools and guidance to make onboarding simple, so you can focus on growth, not admin.
What kinds of roles can I fill through Day One?
Day One is designed to help SMEs hire for roles across operations, marketing, sales, customer success, HR, and more. Whether you’re hiring an assistant, coordinator, or future team lead, we help you spot potential early.
How is Day One different from job boards or recruiters?
We’re not a job board - and we’re not traditional recruiters. Day One is a purpose-built platform that connects companies to diverse, high-potential early-career candidates. We vet every candidate, remove unnecessary bias, and streamline the hiring process - giving you a faster, more affordable way to hire people who stay and grow.
