Many headlines suggest that AI will eliminate entry-level technology roles. However, the reality for most CIOs is far more complex. In a recent CIO feature, Per Scholas President Caitlyn Brazill argues that AI adoption is actually a workforce design challenge. The issue is not a lack of roles, but a misalignment between legacy hiring practices and the new requirements of an AI-driven environment.
Recent data supports this shift. A survey of global CEOs found that 67 percent expect AI to increase entry-level headcount. This demand is reflected in our own results at Per Scholas. In 2025, we recorded the highest number of initial job placements in our 30-year history.
Solving the "Experience Starvation" Crisis
A significant risk for modern organizations is what analysts call "experience starvation." This occurs when senior developers use AI to handle routine tasks that were previously used to mentor junior staff. Without these learning opportunities, companies risk a massive talent shortage in the coming years. Bain & Company estimates that 1 in 2 AI-related jobs could remain unfilled by 2027 without a massive commitment to reskilling.
To prevent this, forward-thinking CIOs are re-engineering entry-level work. They are moving away from "grunt work" and toward roles centered on judgment, accountability, and AI-augmented productivity. For example, a junior software engineer today is no longer just writing code line by line. They are prompt engineers and code reviewers who validate AI-generated outputs and troubleshoot complex edge cases.
Skills-First Hiring as a Competitive Advantage
The CIO feature highlights that the most successful organizations are abandoning "degree-only" requirements in favor of skills-first hiring. This involves identifying the technical and durable skills a role actually requires for day-one success.
Per Scholas helps partners like Accenture and Barclays implement this strategy through customized training and apprenticeship pathways. By co-developing curricula that reflect real-time business needs, we ensure our technologists are prepared for AI-supported workflows before they even arrive on the job.
Three Actions for Technology Leaders
The transition to an AI-capable workforce requires intentional design. CIOs can take three concrete steps this year to future-proof their pipelines:
- Audit Job Descriptions: Remove experience requirements that exclude qualified new talent without improving candidate quality.
- Redesign Onboarding: Create structured alternatives like shadowing or rotational assignments to replace the learning opportunities lost to AI automation.
- Invest in Targeted Upskilling: Implement short-format programs to ensure existing staff remain proficient in evolving AI tools and workflows.
The organizations that lead in the next decade will be those that treat AI transformation as workforce transformation. Per Scholas remains committed to building the adaptive, AI-capable teams that provide a long-term competitive advantage.
Read the full article in CIO to explore how to re-engineer your talent strategy for the AI era.