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This weekly newsletter is mostly about the article, books, videos etc. I read or watch or my views on different topics which revolves around my head during the week.

Point discussed in this Podcast,

Why So Few Tech Jobs for Recent Grads?

  • The promise vs. the reality  • Data showing how entry-level tech hiring has contracted  • Why companies demand high experience from newcomers  • Role of AI / tooling in shifting the job landscape  • What grads and educational systems can do differently

Data Point & Implication

* Entry-level hiring by top tech firms dropped by 50% since 2019 San Francisco Standard

Implication - The largest tech companies are hiring far fewer fresh grads, undermining the promise of entry-level paths.

* The share of tech job ads requiring ≥5 years’ experience rose from ~37% to ~42% from 2022 → 2025 Indeed Hiring Lab

Implication - More roles are shifting toward “mid/senior-level only,” squeezing the bottom tier.

* Projections show ~317,700 new job openings per year in U.S. tech & IT occupations through 2034 Bureau of Labor StatisticsImplication - The volume is there—jobs exist—but many are not entry-level or accessible.

* Reports show that many grads (esp. CS grads) now face unemployment rates over 6% — double some liberal arts majors The Economic TimesImplication - It’s a disruption: even in “hot” fields, grads aren’t guaranteed jobs.

* Indications that tech postings are down ~36% vs. pre-pandemic levels Reddit

Implication - The number of roles overall has contracted, increasing competition.

Why This Gap Is Widening

* Raising experience bars: Companies prefer safer bets — hiring those with track records, rather than investing in freshers. (Data: experience requirement rising)

* Risk aversion & cost of training: Startup budgets and corporate HR often don’t want or can’t afford ramp-up time for newcomers.

* AI & automation’s shadow:  • Some entry-level tasks (simple code, scripts, basic data cleaning) are increasingly tackled by AI/ML tools, reducing demand for junior labor.  • This doesn’t eliminate the need for human developers — but shifts the requirements higher.

* Mismatch of curriculum & industry needs: Education sometimes lags behind tech trends. Graduates might know older languages but not the niche frameworks or cloud / ML / architecture knowledge companies now expect.

* Selective hiring & “brand bias”: Companies often prioritize grads from elite universities or known tech schools, exacerbating inequality.

* Market cycles & contraction: When the tech bubble deflates or macroeconomic headwinds rise, companies cut or freeze junior hiring first.

What Grads / Postgrads Can Do

* Build a portfolio of real-world projects  • Open-source contributions, personal apps, data projects, internships—even unpaid or side work.  • Projects that solve real problems, not toy examples.

* Learn the in-demand skills & tools  • Cloud (AWS, Azure, GCP), ML/AI basics, infrastructure, modern frameworks (e.g. React, Node.js), DevOps tools.  • Certifications, bootcamps, micro-credentials.  • Embrace continuous learning—because tech evolves.

* Target smaller companies, startups, non-tech firms  • These roles may have lower brand prestige but offer more flexibility and opportunities to learn.  • Many “non-tech” companies need developers for automation, internal dashboards, ML, etc.

* Network aggressively & find mentors  • Use LinkedIn, meetups, hackathons.  • Reach out to people in your niche, ask for code reviews, mock interviews, advice.

* Be flexible in location / remote work  • Don’t confine your job search to top-tier cities only. Remote roles open more doors.  • Be open to contract / freelance gigs to build experience.

* Show results, not credentials  • In interviews, emphasize outcomes, metrics, and problem-solving over “courses taken.”  • Demonstrate how your work impacted something, however small.

* Consider non-traditional entry paths  • Apprenticeships, technical residencies, bootcamp-plus internships.  • Some tech fellowships let you “earn while learning.”

What Institutions & Industry Must Do

To make systemic change, certain players must act:

* Universities / colleges:  • Update curricula quicker; partner with industry; offer more work-integrated learning programs.  • Bridge the gap between theory and current tools.

* Tech companies / recruiters:  • Re-evaluate job descriptions: reduce arbitrary thresholds (years of experience, brand school).  • Build robust junior hire programs; commit to “grow-your-own” talent.  • Use transparency in hiring pipelines (publish how many fresh grads hired).

* Government / policy makers:  • Incentivize companies to hire entry-level talent (tax credits, subsidies for training).  • Support tech education & apprenticeships.

To conclude, The tech industry can’t thrive if new talent is blocked at the door. To preserve innovation, companies must open pathways; graduates must be strategic about learning and positioning themselves.

That is all for this week. See you again.

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