The Class of 2025 is walking off the graduation stage and into one of the most volatile job in years, one shaped by economic uncertainty, AI disruption and shifting employer expectations.
Hiring projections for the class of 2025 are up slightly, by 7.3% compared to last year’s class, according to the National Association of Colleges and Employers, but people aren’t feeling especially optimistic. The Federal Reserve Bank of New York’s March Survey of Consumer Expectations shows the perceived probability that unemployment will rise in the next year jumped to 44%, the hmarkets ighest level since the early days of the pandemic in April 2020. The share of households expecting a worse financial situation also rose to 30%, the highest since late 2023.
In this landscape, traditional entry-level jobs are being redefined—or disappearing altogether.
In a Clarify Capital survey of 1,011 employed Americans, including 44% in executive leadership, 86% of executives said they plan to replace entry-level roles with artificial intelligence. Nearly 1 in 6 had already begun doing so, and 1 in 12 said their companies had stopped hiring for entry-level positions altogether due to AI advancements.
What used to be entry-level now comes with upper-level expectations, as even first jobs require sharper skills and faster thinking than before, experts say.
Where the Jobs Still Are
While the overall outlook may seem murky, opportunity is far from extinct. Data from the U.S. Bureau of Labor Statistics shows growth in healthcare, education, professional and business services, and skilled trades. Experts add that some sectors aren’t just hiring, they’re evolving to create entirely new kinds of roles.
“Healthcare, green energy, cybersecurity, data analytics and compliance roles are expanding across sectors,” says Kelsey Szamet, partner at Kingsley Szamet Employment Lawyers, a firm specializing in workplace rights and employer compliance. “Employment law is seeing growth as companies navigate changing workplace regulations, offering opportunities not just for legal professionals, but also for roles in HR, policy and compliance.”
Daniel Wood, founder of DM Estate Staffing, sees strong demand in high-end hospitality, logistics and healthcare support. “Be open to roles that might not look glamorous if they put you close to decision-makers and they open doors,” Wood says. “They can lead to surprising growth.”
AI Is Changing the Rules, But Not All the Jobs
Artificial intelligence has slipped out of the server room and into the job description, quietly reshaping what it means to start a career. The shift isn’t simply a matter of vanishing roles, it’s the slow rewiring of responsibility itself, where even entry-level positions now demand a fluency in tools, judgment and adaptability that once took years to cultivate.
“AI isn’t eliminating entry-level positions, it’s elevating them,” says Julio Casado, co-founder of Digital Marketing Career Lab and Full Funnel Growth. “When routine tasks are automated, entry-level employees deliver midlevel value, dramatically accelerating their path to mastery and advancement.”
Szamet agreed that AI’s rise doesn’t mean the end, it means a shift. “Graduates with strong critical thinking skills, flexibility and communication skills will still be in demand,” she says. “Those who welcome AI as a tool, rather than fearing it, stand to thrive.”
Employers are also increasingly prioritizing what you can do over what your degree says.
“Skills-based hiring has made the resume nearly obsolete,” Casado says. “Employers aren’t looking for certification badges, they want evidence you’ve applied your skills to achieve measurable results.”
That evidence could be a portfolio, a GitHub repository, a LinkedIn endorsement or just a clear story about how you solved a problem.
“Skills-based hiring is becoming ever more common,” Szamet says. “Graduates are advised to highlight specific competencies, such as data analysis, content creation, language skills, coding, along with real examples of application.”
And don’t underestimate AI’s role in hiring itself. Lindsey Zuloaga, chief data scientist at HireVue, says that nearly half of HR professionals now use AI-powered assessments in their hiring process. “They help hiring teams make decisions based on merit, not just well-crafted resumes,” Zuloaga says.
How to Stand Out
In a job market where AI handles the first screening and hundreds of applicants line up for each role, grads need strategy, not spam.
“Tailor all materials,” Szamet says. “A standard resume or boilerplate LinkedIn profile does not cut it. Show you’ve done extensive research on the organization, understand the position and have unique contributions to share.”
Casado recommends that grads link their learning to real outcomes. “Employers aren’t looking for perfection,” he says. “They’re looking for people who’ve done something—anything—that shows drive, skill and results.”
Zuloaga suggests graduates rely on the STAR method when preparing for interviews: lay out the situation to give context, define the task to explain your responsibility, walk through the action you took to solve the problem, and finish with the result, ideally something measurable.
This framework helps candidates move beyond vague claims and offer clear, concise narratives that highlight impact. “Also, don’t be afraid to call out how your experience in one field applies to the new role you’re targeting,” she says.
And above all, be ready to fail a little.
“There are massive numbers of applicants for every role,” Zuloaga says. “Don’t get too discouraged if it takes more applications than you expected. Employers are being pickier, but skilled workers are still needed.”
When a Lower Salary Might Be Worth It
No one wants to earn less, but taking a lower starting salary can be a smart move if there’s room to grow.
“For many grads, yes,” Szamet says. “A slightly lower starting salary may be worth it if the company offers mentorship, upward mobility or equity opportunities.”
Casado recommends researching companies’ employee development programs and tracking how past entry-level hires have progressed. “The ideal position combines competitive compensation with real advancement opportunity,” he says. “Settling for less in either category creates a deficit that compounds over your career.”
Even smart, qualified grads fall into common traps. Experts say the most avoidable missteps are applying to too many jobs with the same generic resume and ignoring your network.
“Many grads underestimate the importance of networking and rely too heavily on job boards,” Szamet says. “Relationships matter. Reach out to alumni, attend virtual events and follow up with thoughtful questions.”
Casado put it bluntly: “The degree alone stopped being enough years ago. The fastest way to stand out isn’t to game the system. It’s to get better at the game.”
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