Early Careers & Entry-Level Redesign
Fix the Broken Entry Point into Work
Youth unemployment is rising.
Entry-level roles are disappearing.
And the way we bring people into work is no longer fit for the world they’re entering.
Most organisations are trying to solve this with:
more programmes
more assessments
more “employability” initiatives
But the real problem sits elsewhere.
The work itself hasn’t been redesigned.
The challenge organisations are facing
Across every sector we see the same pattern:
- Entry-level roles are still task-based
- Those tasks are increasingly automated or absorbed elsewhere
- Job descriptions don’t reflect reality
- ATS systems filter out capable candidates
- Apprenticeships are treated like low-cost labour, not learning
The result?
- Young people can’t get in
- Hiring managers are frustrated
- HR and TA teams carry the risk
- Early attrition is high
- Capability takes years to build - if it builds at all
This is not a motivation issue.
It’s not a skills gap.
It’s a design failure at the point of entry.
Our approach: redesign work before you hire
We help organisations redesign early-career roles around outcomes, not tasks, integrating human and digital capability from day one.
That means young people:
- contribute real value earlier
- learn faster
- build capability through doing
- aren’t penalised for background, polish or pedigree
And organisations:
- unlock work that never gets done
- reduce friction across teams
- build future capability deliberately
- de-risk hiring decisions.
Designing apprenticeships like learning, not labour
At school, young people:
Study multiple subjects | Apply learning across contexts | Build breadth and depth together
Yet apprenticeships are often designed as:
One role | One function | One organisation
We help organisations pilot learning-network models, where early-career talent rotates across:
Functions | Teams | or even Partner organisations
Sharing:
Development | Learning | Risk | and Reward
This builds adaptable capability far faster than traditional linear pathways.
What we deliver
Our Early Careers & Entry-Level Redesign programme typically includes:
- Early-career role and programme audit
- Outcome-based role redesign
- AI-augmented task mapping
- “Show me how” interview frameworks
- Hiring manager enablement
- 90-day value benchmarks
- Pilot design and implementation support
Delivered as workshops, pilots or phased programmes.
