The entry-level job pipeline is thinning globally, and the consequences of eliminating these types of roles in favor of AI are compounding. Eliminate entry-level roles, and you reduce the headcount that justifies mid-level managers. Reduce mid-level managers, and you shrink the pool feeding director and VP pipelines. What looks like a staffing efficiency decision is actually a leadership supply decision whose full cost won’t appear for years. The leaders who navigate this well don’t abandon their automation strategies; they build the talent infrastructure that those strategies require by doing three things: 1) Redesigning entry-level roles as capability-building cohorts; 2) building a distributed apprenticeship pipeline; and 3) auditing and repaying the organization’s capability debt. Click here to read the full-text article