For software roles, yes: entry-level hiring is more competitive than in the 2020 to 2022 boom, with more applicants per role and higher expectations of what a junior can already do. It is not closed, though. New grads still get hired, mostly those with real projects, solid fundamentals and a steady, well-aimed search.
What people tell me
I am graduating soon and everything I read says the entry-level market is terrible: layoffs, AI replacing juniors, hundreds of applicants for every role. Seniors who graduated a few years ago tell me they got offers easily, and I feel I was born at the wrong time. I want an honest picture of whether it really is harder now, and what I should do differently if it is.
A composite of the messages behind this question, with personal details left out.
Key takeaways
- It is harder than the 2021 to 2022 peak, when companies hired juniors aggressively.
- Hiring has not stopped; a spring 2026 US employer survey projected a modest rise in graduate hiring.
- The bar moved: juniors are expected to ship, test and deploy, and to use AI tools well.
- Volume alone does not work any more; targeted applications and referrals do.
- Smaller companies, graduate programmes and adjacent roles are underused doors.
The honest answer
Yes, for software roles it is harder than it was a few years ago. In 2021 and 2022 many companies were hiring juniors quickly, sometimes with light technical screening. Then came a period of layoffs across tech, tighter budgets and more caution about hiring people who need training. At the same time, the number of graduates and self-taught developers kept growing, and AI coding tools changed what companies expect a junior to do in their first months.
But "harder" is not "impossible". Graduate hiring has not stopped. In the US, for example, the National Association of Colleges and Employers' Job Outlook 2026 spring update, published in April 2026, found employers projecting a 5.6% increase in hiring from the class of 2026 compared with the previous year. That is across all fields, not only software, and it is one country, but it is a useful reminder that headlines are more dramatic than the data.
What actually changed
| Then | Now |
|---|---|
| A degree and a couple of tutorials could get interviews | Screeners expect real, deployed projects |
| Mass applications worked reasonably well | Every posting gets many more applicants, so targeting matters |
| Juniors were hired to learn on the job | Teams expect juniors to contribute sooner |
| AI tools were a novelty | Using them well, and checking their output, is expected |
| Remote roles were open to almost anyone | Remote entry-level roles attract global competition |
None of these are secrets. They tell you exactly where to put your effort.
What still works
- Fundamentals. Companies worried about AI-written code value juniors who understand what the code does. The programming roadmap and DSA roadmap cover the basics that technical rounds still test.
- One project that looks like real work. Authentication, a database, tests, deployment and a clear README. Better still if someone actually uses it.
- Targeted applications. Twenty well-matched applications with a tailored CV beat two hundred generic ones.
- Referrals and direct contact. They cut through the pile. The personal branding roadmap helps you show your work so that people are willing to refer you.
- Smaller and less famous employers. Local product companies, startups and non-tech companies with engineering teams get far fewer applicants than famous brands. Browse the companies directory.
- Adjacent entry points. QA automation, support engineering, data analysis and implementation roles can be a real first step into engineering.
What does not help
- Waiting until you feel fully ready before applying.
- Collecting certificates instead of building things.
- Reading market doom threads every evening. They feel like research, but they only drain your energy.
A plan for the next three months
- Weeks 1 to 4: pick one direction and stack, and finish or improve one real project. Use the job-ready roadmap to spot gaps.
- Weeks 5 to 8: fix your CV and profiles, build a list of 30 target companies and start applying a few times a day. Check the jobs and internships pages each week.
- Weeks 9 to 12: keep applying, practise problem solving and explaining your project out loud, and ask for referrals every week.
Track your applications so you can see what converts, and adjust every two weeks.
Keep the long view
Markets move in cycles. People who graduated into difficult markets before still built good careers, mostly by getting a reasonable first job and then growing quickly in it. Your first role does not need to be your dream role. It needs to be a place where you write real code and learn.
If you are still stuck
Read is it still worth becoming a software engineer with AI improving so fast and how long does it take to get a first developer job. If you want a plan built around your own profile, join Sefism and, as a member, book a 1:1 session.
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- From CSE Graduate to Your First Software Engineering JobHow computer science graduates land their first software engineering job in 2026: run learning, applications and interview practice in parallel, practise DSA by pattern, train the performance part and follow a twelve week plan.
- How to Start Your Career as a Software EngineerHow to start a career in software engineering in 2026: pick one language, build past the tutorial, learn five fundamentals, get real feedback and apply earlier than you feel ready. With a twelve month plan and an honest market read.
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