“In times of change, learners inherit the earth, while the learned find themselves beautifully equipped to deal with a world that no longer exists.” – Eric Hoffer
Hello again from Fraction! We’re the consultancy asking the questions about the future of business that nobody seems to have definitive answers for – ourselves included. We’re explorers charting unfamiliar territory alongside you, bringing nothing but curiosity, experience, and a willingness to challenge conventional thinking.
Today, we’re pondering something that might feel uncomfortable: is there a future for the intern and junior roles in the age of AI?
The traditional talent escalator
Most businesses have always operated on an apprenticeship model of sorts. We all started somewhere – making tea, formatting decks, doing research, building media plans, or creating first drafts that more experienced hands would inevitably tear apart and rebuild.
This wasn’t just cheap labour (though let’s be honest, it certainly was that too). It was the talent escalator – the mechanism by which the industry created its future leaders. You started at the bottom, learned the craft, absorbed the culture, made valuable connections, and gradually climbed upward.
I certainly did. You probably did too.
But what happens when many of those entry-level tasks – the very rungs on the first part of the ladder – can be done faster and often better by AI?
What AI is already doing
Let’s really think about what’s happening. AI is rapidly becoming capable of handling many traditional entry-level tasks:
– Research that would have taken days can be compiled in minutes
– First drafts of copy, from emails to social posts, generated in seconds
– Basic work created with increasingly impressive quality
– Plans assembled and optimised without human intervention
– Presentations formatted and polished automatically
– Data analysis that would have consumed junior analysts now done instantly
These aren’t future capabilities – they’re here now. And they’re getting better at an alarming rate.
The economic logic is inescapable. Why pay a junior £30Ka year to do work that an AI subscription costing £50 a month can do faster and without complaints about the coffee?
This raises several uncomfortable questions for our industry:
How will the next generation learn?
If juniors can’t cut their teeth on the basics, how do they develop the pattern recognition and judgment that comes from seeing work evolve from rough to refined?
**Where will our future leaders come from?**
If we eliminate the bottom rungs of the ladder, are we creating a future leadership vacuum?
**Will companies become top-heavy?**
A team of all strategists and directors sounds great until you look at the economics and wonder who’s going to do the production work.
**Are we creating a new skills gap?**
If entry-level roles transform into “AI wranglers,” what specialised skills will these roles require, and how will people acquire them?
## Emerging solutions and new models
Despite these challenges, we’re seeing innovative approaches emerge across the industry:
**The AI-augmented junior**
Some businesses are redefining junior roles to focus on AI collaboration – learning to write perfect prompts, quality-checking AI outputs, and handling the human aspects AI can’t manage. These juniors often accomplish work that would have previously required mid-level talent.
**The specialist starter**
Rather than generalist juniors, some agencies are creating specialised entry roles focused on capabilities AI can’t replicate – emotional intelligence, client relationship building, cultural insight generation, or creative concept development.
**The education partnership**
Forward-thinking companies are forming deeper partnerships with educational institutions, creating curricula that prepare graduates specifically for an AI-augmented workplace rather than teaching soon-to-be-obsolete technical skills.
**The reversed apprenticeship**
In an interesting twist, some agencies have junior staff teaching senior leaders how to use AI tools effectively, creating a two-way knowledge exchange where experience meets technological fluency.
**The direct-to-midweight model**
Some businesses are abandoning the traditional hierarchy entirely, hiring only experienced professionals and using AI for production work. This creates leaner teams focused almost exclusively on high-value activities.
## The bigger talent landscape
This junior role disruption is happening against a concerning backdrop. We’re seeing experienced talent leaving the industry in concerning numbers:
– Veteran owners closing shop due to margin pressures
– Mid-career professionals migrating to client-side roles or completely different industries
– Senior talent starting tiny, specialised consultancies rather than traditional large organisastions
This creates a perfect storm: fewer entry points at the bottom, more exits at the top, and potentially a hollowed-out middle in the coming years.
## Finding a sustainable path forward
We don’t have definitive answers, but we believe sustainable solutions will likely include:
**Redefining what entry-level means**
Junior roles won’t disappear, but they will transform. The skills that make someone valuable at entry-level will shift from technical production abilities to qualities AI can’t replicate – creativity, emotional intelligence, critical thinking, and communication skills.
**Creating new learning pathways**
If the traditional apprenticeship model is breaking down, we need new structures for knowledge transfer and professional development that don’t rely on juniors learning through production work.
**Embracing the human advantage**
The most future-proof skills are the deeply human ones – empathy, creativity, persuasion, relationship building, and contextual understanding. These should be cultivated from day one, not treated as “soft skills” secondary to technical abilities.
**Building AI fluency across all levels**
Rather than siloing AI capabilities, agencies need to develop organization-wide fluency, where everyone from interns to executives understands how to collaborate effectively with AI tools.
## Is this really the future?
The intern isn’t going extinct, but the role is certainly evolving dramatically. The successful businesses of tomorrow will likely be those that reimagine their entire talent pipeline – creating meaningful entry points that set juniors up for success in an AI-augmented world, while preserving the mentorship and knowledge transfer that has always been the industry’s lifeblood.
What seems clear is that clinging to the traditional model – where juniors handle production work until they “earn” more strategic responsibilities – is increasingly untenable both economically and practically.
The question for leaders isn’t whether to adapt your talent model, but how quickly and intentionally you do so.
What’s your business doing to reimagine entry-level roles? How are you ensuring knowledge transfer in an AI-augmented workplace? We’d love to hear your thoughts as we continue exploring this territory together.