Why “Entry Level” Now Means Five Years of Experience

If you’re trying to land your first job in tech and feel completely stuck, you’re not imagining things.

I recently came across a real job listing titled “Entry Level Software Engineer.” The requirements? Two to five years of development experience, familiarity with distributed cloud systems, microservices, Angular, and a proven record of leading infrastructure programs and driving cultural change.

None of that sounds entry level.

And unfortunately, it’s not an outlier. It’s the norm now.

What’s Going On?

For years, we told people to “just get your foot in the door.” But that door has quietly moved. What used to be junior is now called intern. What used to be mid-level is now entry level. And what used to be fair… isn’t.

Recent graduates, career switchers, and even people returning to the workforce are all hitting the same wall: job listings that demand experience they haven’t had the chance to build yet.

And it’s not just anecdotal. Multiple industry reports show a clear shift: companies are requiring more and offering less. Entry-level roles now often expect two to five years of prior experience, niche tool expertise, and work samples that weren’t possible in school or bootcamps.

Across the industry, companies are quietly downleveling roles—asking for more responsibility while offering less in title, compensation, or growth. This trend isn't isolated. As hiring freezes swept through tech in recent years, many companies began rewriting roles to extract more from fewer people. Some engineers who were previously mid-level are being offered “junior” titles at lower pay. Some directors are being re-leveled as senior managers. And in many cases, this is tied to restructuring tactics: layoffs followed by rehiring at lower levels, reducing labor costs while keeping output expectations high.

It's not always called out, but it’s a pattern: cut high, rehire low, repeat.

This isn’t about laziness or lack of talent. It’s about a hiring system that’s raised the bar without telling anyone.

So What Can You Actually Do?

Despite the shift, there are still ways to break in. But they don’t rely on job boards or perfect-fit titles. They rely on building signals that hiring managers trust.

Here are three proven paths:

1. Branded Experience If you’re already employed—even in a non-tech role—see if you can take on a side project with the engineering team. At large companies, 20 percent projects or internal transfers can help you gain relevant experience under a known brand. Even a few months of work under that umbrella can change how your resume is read.

2. Domain-Focused Projects When brand isn’t an option, alignment is your next best asset. If you want to break into fintech, build something in fintech. If you’re targeting infrastructure roles, work on infra. Starting a small project—whether open source or part of a business idea—can show initiative, specialization, and self-direction. Registering a real LLC or domain name may help it look even more serious.

3. Work With a Strong Engineer / Product Manager / ...

This one is the hardest to pull off but often the most effective. If you can support a skilled engineer on a real project—whether unpaid, part-time, or collaborative—you’ll gain mentorship, experience, and credibility. For the senior person, it’s not always worth their time to train someone, but if you can offer real help or learn quickly, some will say yes. When done right, this is the closest thing to an apprenticeship we have today.

Final Thought

The job market feels unfair right now because, in many ways, it is. But that doesn’t mean you’re powerless. Focus on creating proof—proof that you can do the work, proof that someone trusted you to try, proof that you belong.

And if you need help figuring out how to build that proof, that’s what I do.

👉 Visit Application Owl to explore free and paid services that help you turn your potential into real, visible experience hiring managers can’t ignore.