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The headlines are split. Some tell you artificial intelligence is taking jobs at an unprecedented scale. Others tell you, on equally good data, that AI is not killing jobs at all and may even be creating them. Both stories are partly true. Neither is the whole story. In the first 5 months of 2026, American technology companies eliminated more than 140,000 jobs. Oracle, Meta, Intuit, Cisco. By the end of the year, the industry will be on track to cut close to 370,000 workers globally. But the loudest economist in the room is making a different argument. Torsten Slok at Apollo says there is no evidence AI is killing jobs. He invokes the Jevons paradox, the 19th-century insight that when steam engines made coal more efficient, Britain burned more coal, not less. Make labour cheaper, he argues, and the market for it expands. He may be right about where the global economy ends up in 2035. He is not telling you what to do in 2026. While the 2 camps argue about the aggregate numbers, something quieter is happening that almost nobody is naming. Companies are not just laying off senior workers. Many are refusing to hire new ones. Entry-level tech hiring fell by half between 2019 and 2024. UK tech graduate roles dropped 46% in 2024 alone. In a Hult International Business School survey, 37% of hiring managers said they would rather use AI than hire a recent graduate. 89% said they actively avoid hiring recent graduates at all. This is the missing rung. The bottom step of the career ladder is being quietly removed. Not all at once. Just by employers, year after year, deciding that the rung is no longer worth the cost of maintaining. The grunt work that used to be assigned to juniors is exactly what AI is now best at. The junior used to learn by doing the boring task for two years. The boring task is gone. The learning curve is gone. The path from graduate to senior professional has lost its first ten miles. The market wants experience. The market wants judgment. The market wants the human layer AI cannot replicate. Today, young Africans are stepping into a global labour market that was already harder for them to break into, with credentials from universities still preparing them for a world that no longer exists. This is the gap Mozisha aims to close. We do not look at the global hiring freeze as a crisis. We look at it as a clarification. The young Africans we train do not enter the market as fresh graduates competing for entry-level seats that no longer exist. They enter as operators with real experience, AI-fluent by design, with the human layer as the foundation under their feet. The optimists are arguing about whether the global economy will create more jobs in 2030 than today. The pessimists are arguing about whether AI will eliminate them. The young African graduate sits between the two with an immediate question that neither side is answering.

Across Africa, millions of young people are working hard to earn degrees and qualifications. But the world of work is changing rapidly. Artificial intelligence, automation, and digital technologies are transforming industries, creating new opportunities while changing the skills employers demand. This raises an important question: Are we preparing young Africans for the jobs of tomorrow or the jobs of yesterday? Education remains essential. But education alone is no longer enough. Young people also need practical experience, digital skills, professional networks, and the ability to continuously learn and adapt. At Mozisha, we believe that preparing Africa's youth for the future of work will require stronger connections between education, industry, and opportunity. How do you think our education systems should evolve to better prepare young people for the future?

One statistic from PwC's latest AI Jobs Barometer changes how we should think about entry-level jobs. Entry-level roles most exposed to AI are now seven times more likely to require traditionally senior skills such as judgment, leadership, and creativity. Read that again. Not seven times more likely to disappear. Seven times more likely to demand capabilities that, until recently, were expected from experienced professionals. For decades, graduates learned by doing routine work. They drafted reports, updated spreadsheets, conducted research, and handled repetitive tasks. Those tasks were the apprenticeship. Today, AI is taking much of that work. The result is that companies are increasingly hiring graduates who can direct AI, evaluate its outputs, make sound decisions, and apply judgment from day one. The career ladder has not disappeared. It has compressed. This shift matters enormously for Africa. As our universities produce millions of graduates every year, the question is no longer whether someone has a degree. The question is whether they have developed the human capabilities that AI cannot automate. Judgment. Context. Communication. Adaptability. These are no longer "soft skills." They are becoming the entry ticket to the fastest-growing opportunities in the AI economy. In our latest article, I explore why the career ladder is compressing, what this means for African graduates, and how universities and employers need to respond. Read full article here - keneikebuaku.com/the-entry-l…

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