Breaking the Entry-Level Hiring Cycle: A Call for Employers and Young Professionals to Collaborate

We have a system that isn’t set up for the benefit of either job seekers or employers. On the one hand, recent graduates are desperate for a foot in the door; on the other, employers face a deluge of applications and quiet quitting, and without a clear way to evaluate cultural fit or soft skills.

Recent grads spend 6 months to a year trying to land that first job, often competing (unsuccessfully) with those who have more experience. It’s even tougher for non-US citizens and bootcamp grads.

A volunteer recently said to me: “I’m not aiming high. Just trying to find any entry-level job in the field, but every posting requires 1-3 years of related work experience. But how are we supposed to have work experience if we can’t get hired for an entry-level job?”

I hear this often because I work with a lot of young professionals through curaJOY —many without real work experience in their desired field.? And it takes a tremendous effort to upskill youth and others taking non-traditional paths into tech. But this effort is crucial if we want a future where technology remains responsible and AI stays ethical. curaJOY is building an ecosystem where diverse communities are empowered to shape the future of tech, education, and wellness. We need more people and companies to help.

?? In the Shoes of Job Applicants

“I applied to 1,000 jobs and got one callback!”?

“My parents sent me to grad school in the US, and I haven’t talked to them for a month because I don’t know how to explain why I still don’t have a job.”

These sentiments are shared by many here. Our volunteers are talented: over 84% hold a Master’s degree or higher, and they come from reputable schools like UC, Carnegie Mellon, and Rutgers. They’ve been to career fairs, networked, and still face rejection after rejection–often without feedback, so they have no idea how to improve or move forward.

This week, I took a group of volunteers, who all happen to be job hunting, to dinner. They shared networking tips and exchanged sources for "hidden jobs." The despair was palpable and contagious. They felt they were doing everything "right"—but it wasn’t working. I'm reminded of Einstein’s famous quote: “Insanity is doing the same thing over and over yet expecting different results.” But what should they be doing differently?

I wish there was a way to get them all hired.? No single organization can absorb all the applicants out there. So for now, curaJOY provides volunteers with real projects where they can prove their skill sets—where they can show, not just tell, what they’re capable of. It doesn’t have to be the current cycle of frustration—an unyielding loop where bright young minds are left feeling inadequate, hopeless even, as they struggle to get their foot in the door.?

?? In the Shoes of Employers

Sometimes I catch myself grumbling about the amount of training newcomers need. Workplace etiquette, standard approval flows, and the basics of navigating corporate culture. And then I remind myself that my daughters will be in that adulting phase of job hunting soon and how lucky I am not to be a job hunter today.

For employers, investing time in interviewing or training sometimes feels like poor ROI. Applicants are desperate; they’ll often say and agree to anything to get a job, and yet you can’t truly know how they’ll perform until they’re hired.

And there’s the problem of the sheer volume of applicants. We’ve even shut down volunteer recruitment because we couldn't manage the volume—over 500+ unread applications. And this is for unpaid volunteer opportunities!

?? What Can You Do?

Let’s break the cycle of despair and frustration that so many recent grads find themselves in. It’s about fostering resilience, community, and change—both as job seekers and as employers. Whether you’re a job seeker or an employer, here are some steps we can all take to make this landscape a little less daunting:

For Job Applicants:

1. Invest in Learning: An investment in yourself is never wasted. Upskilling doesn't have to mean expensive courses. (In fact, I recommend not investing both time and money into BootCamp or similar programs in the current economy.) Use platforms like Coursera, edX, or even YouTube. Show employers that you’re proactive, curious, and ready to learn.
2. Take on Challenges: Don’t wait for opportunities—create them. Employers want tangible proof of your skills, and a strong track record speaks volumes. Get beyond the fluff--tackle difficult projects, redesign, performance improvement, or coordinate international cross-functional teams--anything that demonstrates your adaptability and capability at the caliber your dream employer seeks.
3. Volunteer to Prove Yourself: Volunteering may not be paid, but you can use it to show what you’re capable of. Seek out opportunities that help you grow and build your resume and network. At curaJOY, we’ve seen many volunteers go on to secure amazing opportunities after proving themselves through real-world projects. If you’re going to spend your time on anything, see it to the end and always aim for something measurable that can be attributed directly to your efforts.
4. Control What You Can: It's an employer's market now, and there's nothing you can do about it. But markets are always cyclical. This is not the time to splurge. Make plans for worst-case scenarios. The less you need and want, the less pressure you'll have. This may not be what you want to hear. Just try it, and you'll see the difference.

For Employers:

I’ve been on the hiring side for over two decades, including a stint in C-suite headhunting early in my career. I understand the struggle of finding the right people. Today’s generation of workers comes with a unique set of strengths and challenges. Loyalty often seems fleeting, skillsets can be uneven, and there’s no easy way to predict how someone will fit with your team until they’re in the trenches.

But here’s what I’ve also learned over the years: People are the heartbeat of every organization. They can make or break a company. The challenges in hiring are undeniable, but rather than lamenting them, let’s focus on practical solutions that can help us navigate this ever-evolving landscape.

If you’re an employer struggling to find the right candidate, consider contract hiring one of our skilled curaJOY volunteers. They come with strong qualifications, hands-on project experience, and, importantly, the kind of resilience and adaptability that isn’t easily taught. (I can tell you how dedicated they are when they’re not paid, and you’re guaranteed to get more from them on payroll.) They've proven themselves in real projects with tangible outcomes.

Test the waters, see firsthand what they bring to the table, and assess how well they fit into your company culture—all without the full commitment of a permanent hire. Many of our volunteers are ready and eager to make an impact. They’re motivated, adaptable, and already accustomed to working under guidance and with diverse teams—traits that are crucial for success in today’s collaborative work environments.

People may not come ready-made, but with the right environment and the right opportunity, they can grow into exactly what your organization needs. We just need to be willing to take that first step together.

Employers, interested in giving contract hiring a try? Drop me a message if you'd like to discuss which one of our skilled volunteers can help meet your organization’s needs on a flexible basis. (Agencies, do not contact me for business opportunities. We are a tech nonprofit creating behavioral health/wellness solutions. There is zero desire to get into any placement business.)