Meanwhile, the average age of a worker at a tech company has risen dramatically over those two and a half years. Between January 2023 and July 2025, the average age of all employees at large public technology businesses rose from 34.3 years to 39.4 years—more than a five year difference. On the private side, the change was less drastic, with the typical age only increasing from 35.1 to 36.6 years old.
“If you’re 35 or 40 years old, you’re pretty established in your career, you have skills that you know cannot yet be disrupted by AI,” Matt Schulman, founder and CEO of Pave, tells Fortune. “There’s still a lot of human judgment when you’re operating at the more senior level…If you’re a 22-year-old that used to be an Excel junkie or something, then that can be disrupted. So it’s almost a tale of two cities.”
The rapid disappearance of Gen Z at large technology companies is a dog whistle to what’s really going behind the scenes—AI is automating roles, from entry-level upwards. But what’s worrying about their presence disappearing faster at large public companies is the fact that early career pipelines are being completely disrupted. And they’re often the businesses with enough equity to invest in these Gen Z-targeted talent initiatives in the first place.
“Mass tech layoffs and a reduction in entry-level jobs means it’s harder for Gen Z to find open roles to apply for,” Doris explains. “On the flip side, Gen Z is prioritizing flexible working, job stability and work-life balance—something the tech industry may not be able to offer—so they’re applying to roles in different industries.”
As thousands of Gen Z are shut out making a name in the industry—even just getting a foot in the door—there could be serious long-term impacts. In the near future, many CEOs may espouse the money-saving potential of automating entry-level jobs. But looking 10 or 20 years ahead, when technology companies’ current millennial workers progress towards senior roles, there’s the question of who will take over their mid-level jobs. If Gen Z don’t have the opportunity to learn from the bottom-up, there presents a major issue of stifled innovation and a lack of talent ready to step into those positions.
Pave CEO Schulman uses sales roles as an example: “There’s a very linear, structured path that exists across like almost every tech company. You start doing the junior-level outbound sourcing work, then you become a mid-market account executive, then you become an enterprise seller. Enterprise sellers, in my opinion, will not be disrupted by AI anytime soon.”
“Enterprise sellers are still needed, but you’re removing the roles beneath them on that career hierarchy. How are we going to train the future of enterprise sellers, if they aren’t going through the conventional steps to get there?”
While the situation looks scary for Gen Zers looking to get a job at a tech firm, experts tell Fortune they should leverage the assets they have. Being new to the industry can even work to their advantage.
“[Companies] can hire a 21, 22-year-old that has not been brainwashed by years of corporate America. And instead, can just break the rules and leverage AI to a much greater degree without the hindrance of years of bias,” Schulman says. “I do think there is a new crop of these young ones that are just really leveraging AI maximally.”
“Building skills through certifications, gig work, and online communities can open doors,” Rathod recommends. “Roles in UX, AI ethics, cybersecurity, and product operations are promising entry points. Instead of waiting for opportunities, they should create them—through freelance projects, networking, and showcasing work online.”
“Employers are increasingly rethinking traditional degree requirements. For Gen Z, the right certifications or micro credentials can outweigh a lack of years on the resume. This helps them stay competitive even when entry level opportunities shrink.”
