The entry-level picture across the UK is tighter than many planning teams expect. In Engineering, entry-level hiring has fallen to -19% while senior hiring sits at -10%, a 9-percentage-point gap GOV.UK - A snapshot of entry-level hiring in the UK. That gap matters for finance leaders because it shows junior demand softening faster than senior demand, a pattern worth testing against your own posting data before you lock a cohort size.
The wider entry-level market is under pressure too. Adzuna has seen a 30% drop in UK entry-level job postings since ChatGPT's launch, with graduates facing the toughest job market since 2018 techUK – What's actually happening with entry-level and graduate jobs?. For a graduate-intake plan, that tells you two things: supply of applicants is likely high, and the volume of competing postings is lower, so a well-targeted finance posting can stand out.
Seniority mix is the first signal to read. In the Financial Services sector, recruitment was generally for Regulatory Qualification Framework (RQF) 6+ roles, rather than RQF 3-5 GOV.UK - Temporary Shortage List: Stage 2 report. In plain terms, RQF 6 sits at degree level, so finance demand is skewing towards graduate-and-above qualifications, which supports a genuine graduate pipeline rather than lower-level intake.
It is also worth watching adjacent sectors that compete for the same graduates. The UK tech sector cut graduate jobs by 46 percent in the past year, with a further 53 percent drop projected, according to figures from the Institute of Student Employers The Register. When a neighbouring sector pulls back on graduate hiring, strong finance-minded graduates who might have gone into tech become available, which is an opportunity to widen your shortlist.
Start from live postings, not last year's headcount. Count the roles you are actually advertising at degree level and track how fast they fill, then size your intake to that real demand. Given the skew towards RQF 6+ roles GOV.UK - Temporary Shortage List: Stage 2 report, map each graduate hire to a specific team need rather than a round number, so every seat has a clear first-year path.
Next, move quickly and keep the process clear. With entry-level postings down and applicant supply high techUK – What's actually happening with entry-level and graduate jobs?, you will attract volume, so define must-have skills up front, screen against them consistently, and give every applicant a prompt answer. A sharp, fair process protects your brand with the exact graduates you most want to keep.
Finally, read the entry-level versus senior gap as a planning tool. The 9-percentage-point gap reported in Engineering GOV.UK - A snapshot of entry-level hiring in the UK is a reminder to check whether your own junior demand is softening faster than senior demand. If it is, phase your intake across the year instead of one large cohort, and keep the pipeline warm for roles you expect to open next.
Once you know the shape of your intake, we help you fill it fast. Our recruitment agent manages recruitment end to end for 8% on a successful hire, with no monthly fee and no upfront cost, through Reed.ai. Tell us the graduate roles your live postings point to, and we will surface matched people for you today.
