While AI shrinks entry-level tech jobs, Gen Z isn't giving up

• Key Insight: Discover how Gen Z is upskilling with AI to bypass traditional entry-level pathways.
• Expert Quote: They're "making themselves critical"—invest or risk missing top talent, says Trent Cotton.
• Forward Look: Expect expanded apprenticeships and fractional roles to stabilize early-career pipelines.
  Source: Bullets generated by AI with editorial review

Despite growing concerns that AI is replacing the need for junior workers in tech, Gen Z continues to flock to the industry — and they have a plan. 

Postings for entry-level jobs in the U.S. overall have declined about 35% since January 2023, according to labor research firm Revelio Labs, with industries like tech taking on major blows due to AI playing a significant role in that loss. However, according to data from software company ICIMS, Gen Z candidates still make up more than 80% of all tech job applications, even as the pathways to those roles begin to disappear. 

"[Gen Z's strategy] is making themselves critical to be hired," said Trent Cotton, head of talent insights at ICIMS. "They're not even strictly looking at entry-level roles, some of the job descriptions they're aiming for are actually more midcareer. They aren't interested in twiddling their thumbs, they're going to go out and get the experience they need." 

Read more: AI is taking entry-level jobs from Gen Z, stunting business growth

Gen Z prioritizes upskilling

Unlike older generations in the workforce, such as baby boomers, Gen X and even older millennials, who may still be struggling to keep up with their organizations' fast-paced technological advancements, 29% of Gen Z have already begun preemptively integrating AI into their existing workflow, according to ICIMS. Additionally, 30% are also now independently learning AI skills, the data found, with 26% of young talent and new applicants pursuing additional education and certifications. With only 7% of Big Tech hires now coming from new graduates — down from 15% pre-pandemic — this strategy has the potential to keep young talent competitive. 

"Gen Z is incredibly perceptive," Cotton said. "They may not have the years of experience, but they have the potential to bring stronger skill sets and acumen than some current teams. If you don't invest in them, you're going to miss some jewels."

Preserving career pathways

Just because they're willing to put in the extra work doesn't mean leaders can't make themselves more attractive and more accessible to young professionals. For example, Gen Z is most likely to value employers that offer clear, structured career development opportunities and continuous upskilling. Rather than simply claiming to promote from within, Cotton added, organizations should show employees how specific training and development pathways can lead to advancement. As the most AI-native generation, Gen Z understands both the potential and disruption of AI — many of which are already reevaluating their career paths and selecting specific roles because of it. 

Still, Cotton warned leaders against relying too heavily on Gen Z's initiative because it can lead to burnout if it isn't fostered.  

Read more: AI is reshaping jobs, not replacing them

"We're going to have to meet them halfway," Cotton said, "There will need to be a lot of room for apprenticeships and other fractional work to help get young employees up instead of just investing in traditional webinar or the web-based training."

As the older generations begin to retire from the workforce, Gen Z's impact on the future of career ladders and role creation will become more apparent. Cotton advised organizations to prioritize flexibility and to keep an open mind. 

"Gen Z is going to force everyone to become a little bit more fluid," Cotton said. "They're going to cut out the stagnated approach that most organizational designers have depended on for years. [Their approach] is going to be interesting, but I also think it's going to be positive."