Karsten Wenzlaff, Advisor
August 26th, 2025
Karsten Wenzlaff is a Crowdfunding and Fintech Expert from Germany. He is Secretary-General of Digit[...]
AI’s Hidden Costs in Replacing Junior Workers
AI | Oct 22, 2025
Image: Freepik/rawpixel.com
Data Reveals Hidden Cost of Early Automation Savings
On October 13 2025, the Economist ran a story 'Can AI replace junior workers?' that analyzed a total of 300,000 companies and found that firms adopting AI hired 7.7% fewer junior employees over six quarters compared with non adopters. These research findings came from a Harvard SSRN study by Seyed Hosseini and Guy Lichtinger, who tracked the introduction of AI integrator roles across a subset of 10,600 of these firms. They found that while senior hiring remained flat, most declines came from reduced job postings rather than layoffs.
In a different study by the Yale Budget Lab review, 'Evaluating the impact of AI on the labour market', found that since 2022 the overall mix of jobs hasn’t changed much yet. Their data also revealed that AI’s effects are starting to appear inside companies now but they haven't yet shown up in national reports.
Where AI Hiring Slowdowns Are Emerging
In Canada, the same early signs are visible. The Future Skills Centre found in 2025 that about half of Canadian workers hold jobs with high AI exposure, and that postings for automatable roles have fallen since 2022. (see: Right Brain Left Brain AI Brain). Statistics Canada’s September 2025 update showed youth unemployment at 14.7%, the highest rate since 2010 excluding pandemic years.
Demand for AI capability is climbing fast though. PwC’s 2025 AI Jobs Barometer found that job postings requiring AI skills made up 1.8% of all listings in Canada in 2024, the highest level recorded. Globally, PwC reported that workers with AI skills now earn a 56% wage premium. Lightcast data confirmed that postings asking for generative AI skills grew from 55 in January 2021 to nearly 10,000 by May 2025.
Early AI Savings Are Creating Hidden Costs
In 2023, IBM announced a hiring pause for administrative positions likely to be automated, estimating that about 7,800 jobs could eventually be replaced. Two years later by 2025, IBM’s chief executive said that hundreds of jobs had already been automated but new programming and sales roles were added to manage and improve AI systems (read: costs). These new positions required higher pay and technical skill, meaning that overall labour costs rose even as headcount stayed about the same.
PwC’s 2025 report described 4x increase in productivity but increased sending on advanced human oversight due to the specialized staff required to operate and oversee (rather than removing human involvement completely).
Mid Tier Graduates Face the First AI Hiring Crunch
The first jobs being cut are entry level analytical roles that once helped graduates learn on the job and grow into future innovators. Without those opportunities, companies risk gaps in the talent pipeline that sustains innovation and good governance.
Among those entry level roles, mid-tier graduates are being hit hardest. They aren't highly specialized enough to keep, and not low enough cost to retain. Data from Harvard and Yale show the same pattern now appearing in Canada’s banking and software sectors, where AI can handle document review and code debugging but not creative or complex work.
See: OpenAI Launches AI Jobs Platform to Rival LinkedIn
Canada’s rate of AI adoption is still lower than in the United States, but the same pressures are starting to appear. Companies that don’t build structured training and mentoring around AI now will likely face skill shortages and higher rehiring costs later.
Takeaways
1. Automation saves first but costs later
Harvard data show a 7.7% drop in junior hiring at companies that adopt AI. IBM’s experience confirms that after automating 7,800 jobs, it had to rehire more expensive employees for oversight and compliance work.
2. Canada’s entry talent pipeline is shrinking
Youth unemployment has reached 14.7%, the highest since 2010 outside the pandemic. The first jobs being reduced are early analytical roles that once gave graduates the training and judgment to move into leadership positions.
3. Mid-tier graduates face the toughest impact
Among the junior jobs being lost, graduates from mid-tier universities are at the most risk. Their work is often routine enough to automate but not low-cost enough to retain, leaving a growing gap in Canada’s talent base.
See: Which Fintech Processes Are Most Ready for Agentic AI
4. AI skills bring the biggest rewards
PwC found that employees with AI skills earn 56% more on average, but only 1.8% of job postings in Canada mention these skills. Fintechs that start training programs now can close that gap and strengthen their competitive edge.
Summary
AI is changing how companies build their workforce, not just how they cut costs. The data show that when junior jobs disappear, the long-term cost is a weaker talent pipeline and higher spending to rebuild skills later. Investing in AI training, early-career development, and responsible oversight will pay off later in productivity and help drive competitiveness.
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