Early Career Tech in an AI Era: From Career Ladders to Career Lattices

A young woman meets a career counselor at a San Antonio event

By Adonis Suero

Artificial intelligence is changing more than the way we work. It is reshaping how careers begin.

For decades, early career technology roles provided a clear pathway into the workforce. Workers built experience through entry-level positions, developed new skills, and progressed upward through a traditional career ladder.

As AI transforms how organizations operate, career development must evolve. Success will depend not only on technical knowledge, but on the ability to adapt, solve problems, evaluate information, and work effectively alongside technology.

The question is not simply whether someone works in technology. It is whether they can work effectively with technology.

For workforce development organizations, employers, and funders, this shift requires a new way of thinking about career pathways, workforce readiness, and economic mobility.

The AI Opportunity Gap

Help desk support, quality assurance testing, data entry, and basic analysis gave workers opportunities to build technical experience, develop judgment, and advance into higher-skilled roles. But the tasks that made up these entry-level positions are changing.

To better understand this shift, NPower partnered with the Burning Glass Institute to analyze 52 entry-level technology roles and more than 500 skills across industries including healthcare, financial services, IT support, retail, advanced manufacturing, and data centers.

The findings revealed a changing landscape.Many common entry-level roles, including Data Analyst, Business Analyst, Helpdesk Associate, and Clinical Data Entry Operator, are increasingly exposed to automation. At the same time, roles that rely on human judgment, communication, problem-solving, and hands-on technical expertise remain more resilient.

This creates a new challenge for early career workers. The routine tasks that once served as learning opportunities are changing, requiring workers to build stronger skills in areas that complement AI rather than compete with it.

As one employer noted in the research, “The handholds are taken by AI. All the easy things that would have helped are gone for each step.”

AI is not simply closing off opportunities. . It is reshaping where opportunities exist.

The traditional career ladder is becoming a career lattice.Instead of moving along one predictable path, workers will increasingly need to move across roles, industries, and skill areas. Career growth may come through pathways into cybersecurity, automation, AI operations, data management, governance, and other emerging fields.

Success in this environment depends less on following a single path and more on continuously learning, adapting, and applying technology to solve real-world challenges.

Building for the AI Economy

Technology is no longer limited to the technology sector.Healthcare professionals rely on digital systems and AI-assisted tools. Logistics teams use automation and real-time data. Manufacturers depend on connected systems, predictive maintenance, and robotics.

As technology becomes part of everyday work across industries, workforce readiness must evolve. Technical skills remain essential, but employers are increasingly looking for workers who can combine technical knowledge with critical thinking, communication, curiosity, judgment, and problem-solving.

Through employer roundtables conducted with the Burning Glass Institute, NPower found that organizations are placing greater value on workers who can evaluate AI outputs, understand business context, identify risks, and make informed decisions.

The competitive advantage is no longer simply knowing how to use AI. It is knowing how to apply it responsibly and effectively.

Workers need to understand when AI can accelerate a process, when its outputs require additional review, and how technology can be used to improve the way organizations operate.

This is why NPower continues to embed AI literacy throughout its training programs. Students learn how to use emerging tools while also developing the judgment needed to question outputs, recognize limitations, and apply technology in meaningful ways.

A New Kind of Tech Training

The shift from career ladders to career lattices requires new approaches to workforce development.The research shows that tomorrow’s technology workers will need more than familiarity with tools. They will need the ability to use technology to solve problems, improve processes, and create value across industries.

That insight shaped the development of NPower’s Path2TECH AI Prompt + Power Automation program, a new 20-week training pathway designed to prepare learners for emerging opportunities in AI, automation, and business operations.

Participants develop skills in prompt engineering, Microsoft 365 Copilot, Power Automate, workflow automation, data management, and process optimization while also strengthening critical thinking, problem-solving, and responsible AI practices.

Rather than teaching AI as a standalone tool, the program emphasizes how workers can use AI to redesign workflows, improve business processes, and solve practical workplace challenges.

Participants build a personal prompt library and complete a portfolio-ready capstone project designed around real workplace applications in areas such as HR, IT, sales, and operations. They also prepare for industry-recognized certifications, including Microsoft and Google AI credentials.

The program is designed to prepare learners for roles such as AI Operations Analyst, Automation Analyst, Junior Data Analyst, Power Automate Support Associate, Business Process Analyst, and Junior AI Prompt Engineer. The goal is not to steer learners toward roles untouched by AI, but to prepare them for work in which using technology and exercising human judgment go together.

With the inaugural cohort underway, Path2TECH AI Prompt + Power Automation represents an important step in NPower’s continued evolution of workforce training. It reflects a commitment to translating labor market insights into practical pathways that prepare learners for careers that will continue to change alongside technology.

This approach reflects a broader shift in how employers evaluate readiness. Research from NPower and the Burning Glass Institute shows growing support for certifications, apprenticeships, capstone projects, and portfolio based assessments as stronger indicators of workforce preparedness in an AI driven economy.

Registered apprenticeships and experiential learning opportunities will also become increasingly important. By combining training, hands on experience, and employer validation, these models help bridge the gap between learning and employment while creating pathways into emerging careers.

The Path Forward

For 25 years, NPower has connected untapped talent to careers that lead to economic mobility. That mission is more important than ever as AI changes how careers begin.

The challenge for workforce development is not whether opportunity will exist. It is whether people will have access to the skills, experiences, and support needed to pursue it.

Preparing people for the future of work is about more than training for technology roles. It is about building the ability to adapt as technology changes work across

Employers, funders, and workforce development organizations have a shared responsibility to create the training and early-career experiences that make adaptation possible. Together, we must ensure that opportunity keeps pace with innovation.

Read the full findings from NPower and the Burning Glass Institute’s research on AI and early career workforce pathways.

5 Data Analytics Skills That Can Help You Advance Your Career

Data analysts take raw information and figure out what it means for an organization. They spot trends, answer questions—such as how much of a company’s revenue comes from repeat versus first-time buyers—and give teams the evidence they need to make decisions. Demand for this skill set is climbing. According to the U.S. Bureau of Labor Statistics, analytics-related jobs are projected to grow 21% by 2034—much faster than average. It is one of the more accessible paths into tech for people building their skills through focused training. An online data analytics program can teach you the data skills you need without committing years to a degree.

Here are five data analytics skills worth developing, whether you are preparing for your first role or looking to advance in a data analytics career.

1. Master Data Cleaning and Preparation

Raw data is rarely in usable shape when an analyst first gets it. Records pulled from different systems often have duplicates, missing values, inconsistent formatting, or other errors. Data cleaning is the process of correcting those problems so the numbers reflect reality before any analysis starts.

Bad data leads to bad analysis, and a company that trusts that analysis will make bad decisions. According to a 2025 report by the IBM Institute for Business Value, 43% of chief operations officers identified data quality issues as their most significant data priority. This is becoming even more crucial as companies move their data into AI tools.

If the data going in is messy or unreliable, the results coming out cannot be trusted. Analysts who know how to prepare accurate, consistent data are what make the rest of the analysis reliable.

2. Build Strong Data Visualization Skills

Data visualization is the representation of data in visual formats such as charts, graphs, and dashboards. It organizes information in a way that makes data easier to understand, helping people identify meaningful patterns, trends, and relationships within a dataset.

Analysts build these visuals in tools such as Tableau, Google Looker Studio, and Microsoft Power BI. Power BI appears in roughly a quarter of data analyst job postings, making it among the most in-demand data analytics skills.

A well-built dashboard can show whether revenue is on track to hit quarterly targets, which product lines are selling best, or where spending is rising over time.

Building strong data visualization skills is one of the main ways an analyst makes their analysis useful to broader teams.

3. Learn SQL for Data Querying and Management

SQL (Structured Query Language) is the standard language for working with relational databases, and it is one of the most fundamental data analytics skills. A relational database organizes information into tables of rows and columns that connect to one another. This lets companies store large amounts of data in multiple places without repeating details and still allows them to pull exactly the records they need.

When an analyst builds a dashboard, SQL is often what pulls the data from a database—such as Google BigQuery—into that dashboard. Knowing SQL means knowing where a company’s data lives and how to get it accurately. It supports every other skill involved in the role: you clean data queried with SQL, build dashboards from SQL results, and run statistics on data that SQL pulled.

Learning SQL means an analyst can go straight to where a company’s data lives and get exactly what they need, which is why it appears in more job postings than any other data analytics skill.

4. Develop Statistical Analysis and Critical Thinking

Statistics is the foundation of data analytics. It gives analysts a reliable way to interpret what the numbers are showing.

Averages and distributions tell an analyst what is typical in a set of data and how much the values vary.

Correlation shows whether two things move together, such as ad spending and sales.

Significance testing shows whether a result is meaningful or could have happened by chance.

Without these, an analyst could report that revenue dropped but couldn’t say whether the drop is a genuine trend or ordinary week-to-week variation.

Knowing whether a change in revenue is statistically significant or not is what makes an analysis worth acting on.

All data needs context, and critical thinking is what turns numbers into recommendations. Metrics can tell you what happened. Working out why something happened, and what to do about it, takes reasoning that no report can produce. Data analytics training teaches people how to reason through questions that data raises and turn their answers into recommendations a business can use. Employers want analysts who can look at the data and explain what it means for the business.

5. Gain Proficiency in Python and Data Analytics Tools

Python is one of the most valuable programming languages for data analytics because it can do so much and has a deep library of tools built for it. Analysts use Python to automate repetitive tasks, run analyses spreadsheets cannot handle, and work with data sets too big to manage by hand. Knowing Python makes you more competitive for higher-paying roles, according to a 2026 analysis of more than 1,000 data analytics jobs.

A few Python libraries are standard in the field, such as:

Pandas
- For data manipulation, including loading, cleaning, and reshaping data sets.
NumPy
- For numerical and mathematical operations.

Matplotlib and Seaborn
- To build charts and graphs straight from your data.

Learning these tools lets you turn raw data into finished analysis. The projects you build can become portfolio pieces that show employers what you can do.

Level Up Your Data Analytics Career with NPower

NPower’s tuition-free data analytics course gives you hands-on training in the skills covered you need to build or advance a career in data. The online data analytics program is designed for people who want practical, job-ready skills without taking on debt or committing to years of education. It covers the tools companies use daily and includes project work you can show to employers.

The program is open to young adults and military-connected individuals, and no prior coding background is required. Learn more and apply to NPower’s 100% tuition-free Data Analytics program.

Why AI Skills Are Now Essential in Every Workplace

AI is changing what employers expect from workers across every industry. Employers are adopting AI tools to handle tasks that once required significant time or manual effort, and they are looking for people who know how to use those tools. 28% of employers are seeking early career talent who can use AI, according to NACE’s Job Outlook 2026 Spring Update, and nearly 60% are assigning interns projects that involve AI tools and skills. The ability to work effectively with AI is becoming a meaningful advantage in the job market—and for many roles, AI fluency is now an expectation.

How AI Is Changing the Way We Work

For years, entry-level technology jobs served as a stepping stone. Helpdesk tickets, data entry, QA testing, basic coding, reconciliation—these tasks allowed people early in their careers to build skills, demonstrate reliability, and prove themselves ready for new opportunities. Now AI is handling many of those tasks.

NPower conducted research with the Burning Glass Institute, analyzing 52 entry-level tech job titles and more than 500 skills across financial services, healthcare, advanced manufacturing, IT support, retail, and data centers. The research found that many of the roles with the highest AI exposure are roles that have historically served as starting points for workers entering tech, especially without a college degree.

Employers participating in roundtables that were part of the research were clear about what they look for in AI workforce readiness: the ability to assess outputs, spot errors, identify ethical concerns, and flag risks.

Businesses across every sector are adopting AI to accomplish more in less time—streamlining tasks, analyzing information, improving communication, and supporting decision-making. Customer support teams use AI to handle routine inquiries so human agents can focus on complex cases. Marketing teams use it to analyze campaign performance and personalize outreach. Operations teams use it to automate workflows and flag inefficiencies. Project managers use it to summarize meetings, track action items, and generate reports.

For employees, this is changing how day-to-day work gets done. Routine, well-defined tasks are increasingly handled by AI tools, and employers are prioritizing human judgment, critical thinking, and the ability to work effectively alongside AI.

Employees who understand AI can use it to enhance their existing skills. Someone who knows how to use AI tools effectively can analyze a data set, identify patterns, and prepare a summary in minutes rather than hours, leaving more of the workday for the judgment calls that require a human. Tech upskilling can help people better understand both the capabilities and the limitations of AI tools, and be better prepared for the future of work.

The Growing Demand for Employees Who Can Use AI Effectively

The World Economic Forum’s Future of Jobs Report 2025 found that 39% of workers’ core skills are expected to change by 2030, with analytical thinking, leadership, resilience, and creative thinking among the fastest-growing capabilities sought by employers. Employers are looking for people who can apply AI strategically and integrate AI tools into real workplace processes. That means people who know when to use AI, how to evaluate what it produces, and how to adapt their workflows as AI tools change.

Domain knowledge has become a key differentiator because workers with business context can frame useful prompts and evaluate AI outputs effectively. This type of knowledge can be demonstrated through portfolio projects.

Jobs requiring AI skills have grown by 69% since 2019—almost eight times faster than the overall job market—and the average wage premium for workers with AI skills has reached 62%, according to PwC’s 2026 Global AI Jobs Barometer. Employers already expect early-career workers to interpret and challenge AI outputs, translate insights for the business, and operate ethically with sensitive data. AI fluency is becoming a baseline expectation.

The Most Valuable AI Skills for Today’s Workforce

The most in-demand skills focus on getting better results from AI tools. Workers who complete artificial intelligence training can develop prompt engineering skills and get useful, accurate output from AI tools faster. Workers who understand automation can build processes that handle repetitive tasks without manual effort, freeing up time for work that requires human decision-making. Both skills translate directly into measurable productivity gains.

AI Prompting: Getting Better Results From AI Tools

The quality of what an AI tool produces depends directly on the quality of the instruction it receives. Prompt engineering is knowing how to give AI tools precise, context-rich instructions—specifying what is needed, why it matters, and what good output looks like.

A worker drafting a client email, summarizing a long document, brainstorming solutions to a process problem, or pulling together a status report can get better results faster when they know how to communicate their needs to an AI tool clearly. Prompt skills are, at their core, communication skills—applied to a new kind of collaborator.

Automation Skills: Saving Time and Improving Productivity

Automation is the practice of using technology to handle repetitive, well-defined tasks so that people can focus on higher-value work. Understanding automation tools helps workers streamline how work gets done. Organizing data, scheduling tasks, routing requests, and managing recurring workflows are all candidates for automation—work that once required manual effort on a daily basis.

Workers who understand how to set up and maintain these processes are valuable across roles, not just in technical ones, because the underlying need to reduce low-value repetitive work exists in every function.

NPower and the Burning Glass Institute’s research identifies automation skills as sitting in the AI Productivity Power Zone, where AI amplifies both the quality and quantity of worker output.

Level Up with AI Prompt + Power Automation Program

NPower’s AI Prompt + Power Automation program is structured artificial intelligence training designed for tech upskilling and AI workforce readiness. In 20 weeks of no-cost training, participants develop prompt engineering skills, gain hands-on experience with Microsoft 365 Copilot and Power Automate, and complete a portfolio-ready capstone project that demonstrates their ability to design and implement AI-powered workflows.

The program is designed for people with 1-3 years of professional experience who want to move into AI-era tech roles. No coding background is required. Graduates are prepared to sit for Microsoft certification exams AI-900 and PL-900 and pursue roles including AI Operations Analyst, Automation Analyst, and Junior Data Analyst.

Apply today to be ready for the future of work.

How to Get Started in IT Without a College Degree

College costs have been rising faster than what families earn, making a four-year degree increasingly out of reach. Only 35% of public four-year universities are affordable for the average student, according to a September 2025 analysis by the National College Attainment Network. At the same time, businesses have started recognizing that a degree doesn’t necessarily mean someone can do the job.

Companies including Google, Apple, and IBM have dropped degree requirements for many roles. The rise of bootcamps, certification programs, and online training means people can get the knowledge and skills they need to be job-ready without taking on debt.

Why You Don’t Need a Degree Anymore

Traditional four-year programs can’t keep pace with how quickly technology evolves. By the time a computer science curriculum gets updated and approved, the frameworks and tools it covers may already be outdated. Bootcamps and certification programs sidestep this problem by updating their content continuously based on what employers are actually hiring for right now.

These alternative pathways also remove barriers that keep talented people out of technology careers. Someone working full-time can still complete evening or weekend certification courses, for example. Certifications from vendors such as CompTIA, Microsoft, and Cisco carry weight with hiring managers who understand these credentials represent up-to-date, job-specific knowledge. IT jobs without degree requirements demonstrate that companies that recognize certifications as proof of competency.

Common Entry-Level IT Jobs Without a Degree

Common entry-level IT jobs without a degree include help desk technician, IT support specialist, desktop support technician, field technician, junior systems support, and network support assistant. These roles often involve troubleshooting hardware and software issues, setting up devices, supporting users, documenting tickets, and helping keep business systems connected and running.

Because the work is practical and support-focused, these jobs can give new IT professionals experience with the tools, systems, and problems they will encounter throughout their careers. For many people starting out, CompTIA A+ is one of the most common certifications because it covers core IT skills employers expect in support-focused roles.

4 Simple Ways to Land an IT Job Without a Degree

Technology underpins nearly every aspect of modern life—from water treatment systems that ensure safe drinking water to financial networks that move trillions of dollars daily. The Bureau of Labor Statistics projects more than 317,000 IT job openings annually through 2034, reflecting how critical these roles have become. As for how to land an IT job without a degree, multiple paths exist for people willing to build skills and make connections.

1. Network and Make Industry Connections

Building relationships with people already working in IT is one of the most effective ways to break into the field. LinkedIn provides a convenient platform to connect with professionals, but local tech meetups and professional associations also offer opportunities to build connections.

Networking works best when approached as genuine relationship-building rather than immediate job-hunting. Reaching out to people whose career paths look interesting, asking thoughtful questions about their work, and participating in industry-focused groups creates visibility and credibility over time.

These connections matter because many IT positions get filled through referrals before they’re ever posted publicly. Professional relationships often prove most valuable after time has passed, when those connections have moved into hiring positions or know of opportunities at other organizations.

2. Build a Small Portfolio to Prove Your Skills (Yes, Even in IT)

A portfolio demonstrates capability in ways a resume alone cannot. For example, documenting troubleshooting processes for common technical problems or contributing to open-source projects on GitHub provide concrete evidence of skills. They show employers that a candidate understands fundamental concepts and can apply them.

Portfolios are especially valuable when applying to companies that typically require degrees. Showing actual work—such as scripts written to automate routine tasks—proves competency in ways that academic credentials suggest but don’t guarantee. Portfolios let hiring managers see exactly what someone knows how to do.

3. Apply for Entry-Level Roles (Even If You’re Not “Ready”)

Many people feel underprepared when starting any new career, but entry-level positions are designed for people still building their skills. Help desk roles, the most common entry point, primarily require strong communication and basic troubleshooting logic rather than deep technical expertise. Companies expect to train new hires on their specific systems and processes. Most job postings list ideal requirements, not what’s mandatory—especially for entry-level positions.

4. Get Certified with NPower

Certifications provide structured proof of technical knowledge that employers recognize and value. Industry-standard credentials from CompTIA, Microsoft, and Cisco demonstrate specific competencies that directly translate to job responsibilities. NPower offers technology training programs at no cost to students while also providing hands-on experience.

For anyone wondering how to get into IT without a degree, NPower’s online programs create a clear path to job-ready skills.

Apply today to start building the foundation for an IT career.

Building Tomorrow’s Tech Workforce: The Power of Apprenticeships

Apprenticeships create direct pathways from training to employment in technology careers, combining hands-on experience with mentorship and industry-recognized credentials. For young adults, veterans, and people from non-traditional backgrounds, apprenticeships offer practical routes to stable, well-paying jobs. Tech apprenticeships connect training to employment in ways that traditional education cannot.

NPower built its model around this approach. Graduates gain the skills companies require while earning income and building professional networks. This addresses both the tech industry’s talent shortage and the systemic barriers that keep qualified people out of the field.

NPower graduates see an average salary increase of more than 300 percent. These outcomes ripple through communities as new tech workers buy homes, support families, and contribute to local economic growth that creates opportunities for others.

The Growing Talent Gap in Tech

The technology sector faces a persistent skills shortage. According to the U.S. Department of Labor, there were more than 64,800 registered apprentices in tech occupations in 2024, representing a 29 percent increase over the past four years. CyberSeek reports more than 500,000 job openings in cybersecurity alone, with projections that talent shortages will contribute to over half of all significant cybersecurity incidents.

Why Traditional Education Isn’t Enough

College degrees can’t keep pace with how quickly technology evolves. A four-year computer science program may teach excellent fundamentals, but can’t keep pace with new platforms, protocols, and practices. Employers report that new hires with computer science degrees frequently need extensive onboarding anyway to learn the specific tools, frameworks, and workflows their companies use.

NPower — Traditional education excludes many who could excel in technology roles.

Spending years in school without an income is not an option for many people. Traditional education excludes many who could excel in technology roles.

The Economic Impact of the Skills Shortage

According to CompTIA’s State of the Tech Workforce 2025 report, tech employment is projected to grow at twice the rate of overall employment through 2034, with about 350,000 workers needed annually. Apprenticeships create economic opportunity while meeting needs for businesses today.

What Makes Apprenticeships Different

Tech apprenticeships combine structured learning with hands-on work experience. Apprentices earn industry certifications that validate their knowledge while working alongside experienced professionals who show them how that knowledge applies in practice.

Apprentices contribute to actual projects from early in their programs, troubleshooting systems that real users depend on while collaborating with teams facing genuine deadlines. No classroom can replicate this hands-on learning. When an apprentice debugs code that will deploy to production, or fixes a network issue affecting employees, the stakes accelerate learning.

Mentors provide guidance and answer questions while modeling professional behavior. This helps students learn to navigate workplace culture.

4A1A6977 (1) — Apprenticeships function as extended evaluations, revealing technical capability, cultural fit, and work ethic.

Benefits for Employers and Apprentices Alike

Apprenticeships function as extended evaluations, revealing technical capability, cultural fit, and work ethic. Retention rates for apprenticeship programs consistently exceed those of traditional hiring. 94% of apprentices retain employment after completing their apprenticeship program, according to a 2025 Jobs for the Future report.

Companies that establish apprenticeship programs create reliable pipelines of workers trained on their specific technology stacks. They also reduce their dependence on competitive external hiring markets.

For apprentices, the benefits are life-changing. They earn money while learning and gaining certifications. NPower’s programs prioritize veterans, young adults from low-income communities, and others who might go overlooked. By removing cost barriers, apprenticeships help people who might otherwise never enter the field.

How Apprenticeships Build a Future-Ready Workforce

Traditional education separates learning from work, with students spending years in classrooms before entering job markets. Apprenticeships make work the context for learning, with training occurring on the job.

This produces job-ready workers faster than traditional paths. Apprentices understand workflows and communicate effectively thanks to hands-on collaboration.

The Role of Industry Partnerships

Strong apprenticeship programs depend on collaboration. NPower partners with companies including Citi, Accenture, and Bank of America to design training that matches real job requirements. These partnerships ensure that the curriculum stays current. Employers gain access to qualified talent trained to their specifications.

Companies contribute mentors and equipment while pre-apprenticeship programs such as NPower provide training and connections to talent pools.

Success Stories That Redefine Career Pathways

Choice Jackson, an Air Force veteran, completed NPower’s program and went on to work as an Engineer Analyst at Citi. While there, she served on the Leadership Committee of Citi’s Pathfinders team and mentored new NPower apprentices. Choice recently retired and today her own daughter is enrolled at NPower Texas.

Isabella Gravina went from working as a receptionist at a surgery center to becoming an Infrastructure Operations Specialist at T. Rowe Price after completing her NPower program.

They show what’s possible when training connects directly to employment.

NPower’s Approach to Tech Apprenticeships

NPower’s apprenticeship model combines rigorous technical training, professional development, and direct employer partnerships. Apprentices earn industry certifications in high-demand areas like cloud computing, cybersecurity, and IT support while working with partner companies on real projects.

By providing free training and wraparound support services, including career coaching, NPower makes more career paths possible for talented people. Their success strengthens their families and communities.

More than 80 percent of NPower graduates secure employment or continue their education within a year of completing the program. Partner companies report high satisfaction with NPower apprentices for their technical competence, professional readiness, and commitment to continuous learning.

How NPower Shapes Tomorrow’s Tech Leaders

Many NPower graduates move into senior technical roles, transition into project management, or advance into leadership positions. Alumni return as mentors for current students and advocate for inclusive hiring practices at their companies.

Join NPower in Building the Next Generation of Tech Talent

Employers can host apprentices and contribute mentors. Funders can invest in expanding program capacity and supporting wraparound services. All contributions help build a more skilled and resilient tech workforce.

Discover ways to get involved with NPower, including partnerships through apprenticeship programs.

The Top Entry-Level Tech Jobs in 2026

Tech careers don’t require four-year degrees or years of coding experience. Entry-level positions in cybersecurity, automation, IT support, and cloud computing offer strong salaries and room to advance. Companies across industries need people skilled in these areas for a variety of roles. Even people with no previous tech experience can complete training programs to gain skills and go on to careers in these areas.

“Overall employment in computer and information technology occupations is projected to grow much faster than the average for all occupations from 2024 to 2034,” according to the U.S. Bureau of Labor Statistics. “About 317,700 openings are projected each year, on average.”

4 Entry-Level Tech Jobs in High Demand

IT jobs for beginners tend to share some key traits: companies can’t find enough people qualified to fill them and they don’t require many years of prior experience or education. These jobs have a lower barrier to entry than more senior roles and set people up for clear pathways to advancement.

Entry-level roles often mean that no prior tech experience is required and that companies are willing to train their new hires.

For those reasons, these four roles are some of the top entry-level tech jobs in 2026.

1. Cybersecurity Analyst

Cybersecurity analysts protect organizations from digital threats. As cyberattacks and ransomware become more prevalent and sophisticated, businesses across every industry hire cybersecurity professionals to defend their systems and data. With data breaches costing companies an average of $4.44 million per incident, according to a 2025 IBM report, organizations cannot afford to leave these positions unfilled.

A zero-day attack targets vulnerabilities before developers can patch them. “Zero-day” originally referred to the number of days since a software was released but has come to refer to the number of days that a vendor has to fix vulnerabilities. The number of enterprise zero-day vulnerabilities reached an all-time high last year, according to a March 2026 report by Google Threat Intelligence.

The demand for cybersecurity talent continues to outpace supply. Employment for this role is projected to grow 29 percent from 2024 to 2034, according to the U.S. Bureau of Labor Statistics, “much faster than the average for all occupations.”

Salary range: $80,000 to over $160,000

NPower’s Cybersecurity program teaches network security, threat detection, and incident response.

2. AI Prompt Engineer

“Artificial intelligence has transformed certain tech jobs: generating code, testing, and writing documentation,” according to Payscale’s 2025 report on the state of the tech job market. “Employers are paying salary premiums for AI skills to automate these tasks.”

Automation analysts and AI prompt engineers implement AI tools and automate workflows using platforms such as Microsoft 365 Copilot and Power Automate. They streamline processes, reduce manual work, and solve business problems.

Companies are adopting AI and automation tools, but they need people who know how to deploy them effectively. This role requires prompt engineering and workflow design skills but does not require traditional programming experience. Understanding business operations matters just as much as technical capability.

Salary range: $62,000 to $85,000

NPower’s AI Prompt + Power Automation program provides hands-on training with enterprise AI and automation platforms. [LINK TO BE ADDED]

3. IT Support Specialist

IT support specialists troubleshoot software issues, set up equipment, and answer questions about systems and applications. They keep organizations running when technology fails or employees need help.

According to Robert Half, a global HR consulting firm, “significant forces fueling hiring for both technology specialists and nontechnical experts across the IT industry, and elsewhere, include digital transformation, IT modernization projects and emerging technologies like AI and machine learning.”

IT support remains a consistent entry point to the tech industry because it values problem-solving and communication skills alongside technical knowledge. Support specialists gain exposure to multiple systems and build foundations for other tech careers.

Salary range: $51,000 to $69,000

NPower’s IT Support Specialist program includes CompTIA A+ and Google IT Support Certificate training.

4. Cloud Computing Engineer

Cloud computing engineers design, build, and maintain the infrastructure that powers modern applications and services. They work with platforms such as AWS, Azure, and Google Cloud to deploy and manage systems at scale.

The rise of AI, machine learning, and data-intensive applications has driven demand for cloud expertise. Companies need engineers who understand how to build resilient systems, optimize costs, and maintain performance under varying workloads.

Cloud computing roles rank among the highest-paid positions in tech, data from Glassdoor shows. The field combines infrastructure management with emerging technologies, creating opportunities for engineers to specialize in areas such as cloud security, DevOps automation, or AI platform engineering.

Salary range: $111,000 to $149,000

NPower’s Cloud Computing program teaches students to work with major cloud platforms and prepares them for industry certifications.

Get Free Entry-Level Tech Training with NPower

NPower offers free training in cybersecurity, IT support, cloud computing, and AI + automation. These programs include benefits beyond training, such as mentorship from industry professionals, preparation for in-demand certifications, and job placement assistance.

Companies that hire NPower graduates gain access to job-ready talent trained on current technologies and industry standards. Partner employers work directly with NPower to shape curriculum that matches their technical requirements. This ensures graduates enter the workforce with skills companies need, reducing onboarding time and training costs.

NPower graduates see an average salary increase of more than 300 percent. In-demand tech jobs lead to financial security and opportunity, strengthening families and communities.

Explore the programs:

New Missions, New Skills: Free and Low-Cost Tech Training Transforming Veteran Careers

Today’s job market is changing fast, and technology is driving nearly every opportunity for advancement. For veterans, this environment presents both a challenge and an opening. Reinvention has long been part of military life, making them uniquely prepared for careers in IT, cybersecurity, and cloud computing.

NPower Students on Their Path2Tech

One veteran who took full advantage of these opportunities is Juan G. Cruz Jr. Juan felt anxious about transitioning out of the military after eight years in the U.S. Navy as an Aviation Ordnanceman. He knew he wanted a future in technology but had no idea where to start.

At a career fair, Juan discovered NPower and immediately enrolled in its SkillBridge cybersecurity program available to transitioning military members. Throughout the cohort, his tenacity and enthusiasm for tech set him apart. Upon graduation, he not only earned industry-recognized cybersecurity credentials but also secured a coveted role as a Linux Systems Administrator II at Raytheon. He has continued to advance his cyber career and now serves as an Information Systems Security Engineer at LP3.

“At NPower SkillBridge, I developed proficiency in threat detection and prevention, information security analysis, and various security tools and frameworks,” Juan said. “I’m now passionate about leveraging those skill sets to drive success in my current role and beyond.”

Juan’s experience reflects a broader shift. With GI Bill–eligible certifications, veteran-focused education pathways, and free tech training programs now widely available, veterans and transitioning military members have more resources than ever to launch high-growth tech careers after the military.

Here’s a look at the pathways that allow veterans and transitioning service members like Juan to build tech careers at little to no cost.

GI Bill Eligible Certifications:

Veterans can use their GI Bill benefits for far more than traditional college degrees. They can also apply them toward approved technology training programs and certification exams. This means the GI Bill can cover tuition at universities, community colleges, and VA-approved training centers, as well as reimburse the cost of many industry-recognized IT and cybersecurity certification exams.

For those pursuing tech careers, popular GI Bill–approved certifications include the CompTIA A+, Network+, and Security+, widely used for launching IT and help desk roles. Veterans aiming for cybersecurity can apply their benefits toward certifications such as Certified Ethical Hacker (CEH) or CISSP, while those interested in cloud computing often pursue AWS, Azure, or Google Cloud credentials.

Networking-focused learners frequently use their GI Bill to cover exams for Cisco’s CCNA or CCNP, long-standing standards in the field. By using their GI Bill for these certifications, veterans can build employer-recognized skills at little or no personal cost, making it one of the most flexible and affordable ways to enter high-growth tech careers.

Veteran-Focused Education Pathways:

Veterans today have more tailored education options than ever to support their transition into tech careers. Beyond traditional degree programs, they can access veteran-focused pathways such as SkillBridge, which provides hands-on training during the last six months of service; VA-approved certificate and bootcamp programs designed specifically for IT and cybersecurity; and employer-sponsored apprenticeships. These pathways not only recognize the unique strengths veterans bring to the workforce but also remove financial and logistical barriers, making it easier to gain industry-ready skills and step confidently into high-growth tech roles. The SkillBridge program remains one of the most widely used transition options, allowing service members to spend their final 180 days in full-time training with organizations such as Amazon, Deloitte, and Accenture.

Veterans can also enroll in VA-approved bootcamps like Fullstack Academy, Code Fellows, General Assembly, and Level Effect for intensive training in cybersecurity, cloud, and software development. Department of Labor Registered Apprenticeships that are offered by companies like IBM, Lockheed Martin, and Microsoft provide paid, on-the-job training while veterans earn recognized credentials. Universities such as Syracuse University’s Institute for Veterans and Military Families (IVMF) and the University of Texas’s VETTED Tech Initiative offer certificate programs specifically designed for transitioning service members. These paths offer multiple entry points tailored to different learning styles, career goals, and stages of transition.

Free Tech Training Programs:

Beyond GI Bill–eligible certifications and veteran-focused education pathways, free tech training programs have become a vital resource for service members preparing for civilian life. NPower, a national nonprofit, is at the forefront of this effort, expanding access to technology careers for veterans, military spouses, transitioning military members, and young adults from low-income communities.

NPower’s free Tech Fundamentals program equips learners with the foundational IT skills needed to begin their tech careers, including the opportunity to earn industry-recognized certifications, such as CompTIA A+ & Tech+, a Google IT Support Certificate, and an IT Generalist Apprenticeship credential. In addition, students in all NPower programs get access to professional development, mentorship, and robust job placement support to ensure veterans are well prepared for long-term success.

The NPower SkillBridge Cybersecurity program is available to transitioning military members looking to build proficiency in network defense, security operations, threat detection, and incident response. Students earn credentials such as CompTIA Security+, Linux+, and Splunk Level 1, along with the professional development needed to thrive in civilian careers. The program is also offered to veterans as an advanced course after completing the Tech Fundamentals program.

For those interested in cloud careers, NPower offers an advanced Cloud Computing program that delivers hands-on training in cloud architecture, identity management, and the essential skills needed to build and maintain secure, scalable environments. The curriculum covers key areas such as managing and administering cloud services and infrastructure, architecting the cloud with security, business continuity, disaster recovery, and scaling solutions. Learners prepare for industry-recognized certifications like AWS Cloud Practitioner and AWS Solutions Architect – Associate, and gain both practical experience and credentialed expertise.

For veterans and military-connected individuals, NPower’s model removes financial barriers while delivering industry-recognized certifications, hands-on labs, and real-world career preparation. These programs not only expand access to in-demand skills but also create a direct bridge to meaningful employment in the tech sector.

A Pathway to New Careers:

Juan’s story is just one example of how these pathways come together to create real career outcomes. And he is not alone. Choice Jackson’s journey shows just how life-changing these opportunities can be. Choice served in the U.S. Air Force and had worked in healthcare for many years before considering a career transition into tech. She joined the NPower Tech Fundamentals program in Texas and quickly realized it was far more than just another veteran training program.

“When I first learned about NPower, I thought, free education and certifications,” said Choice. “Why not put more things under my belt? But I started to realize how valuable it was when we were introduced to internships and apprenticeships with companies that were competing for us, not the other way around. That was the turning point for me.”

With NPower’s preparation and support, she secured a six-month apprenticeship with Citi in the Archive Engineering department. It was a pivotal opportunity that helped her advance two pay grades, earn five industry certifications, and receive global recognition for her leadership in Agile adoption. Today, Choice is a proud homeowner, thriving in her career at Citi, and a Certified Veteran Small Business Owner. She credits NPower with giving her the stability she once thought out of reach and a renewed sense of purpose in her professional life.

Expanding Opportunity for Those Who Served:

The stories of Juan and Choice highlight what is possible when veterans are given access to high-quality, affordable, and even no-cost pathways into technology. Today’s combination of GI Bill–eligible certifications, veteran-focused training options, and no-cost programs like NPower is removing barriers and unlocking opportunities that once felt out of reach. As more service members transition into civilian life, these resources will continue to play a critical role in preparing them for stable, in-demand careers.

For veterans seeking their next mission, the path to a successful tech career has never been clearer or more attainable. To learn more about how to partner with NPower, contact our team today.

The Ripple Effect: How Every NPower Placement Strengthens Families and Communities

Every NPower graduate is a success story in more than one way: Each job placement creates ripple effects that extend through families, neighborhoods, and local economies. Stable tech careers lead to security, opportunity, and stronger communities.

Tech Careers as a Catalyst for Change

Access to tech training transforms individual lives, and those transformations extend outward. According to CompTIA, employment in technology occupations is projected to grow twice as fast as overall employment through 2033. These are stable, well-paying jobs with strong demand.

By preparing individuals for these careers, NPower helps them build a pathway from underemployment to lasting economic mobility. Many NPower trainees enter the program after years of low-wage or unstable work. With new skills, certifications, and support, NPower graduates secure jobs that offer higher pay and real career growth.

Graduates see an average income increase of 300 to 500 percent. A $7,500 investment in one student can add $1 million in lifetime income. Stability transforms households, allowing families to invest in the future.

Economic Mobility Through Skill Building

Technical certifications and professional development create stronger communities through opportunity.

NPower alumni move into specialized areas such as cloud, cybersecurity, and data analytics, earning industry credentials that increase long-term earning potential. Their expertise strengthens local tech ecosystems.

Graduates often pursue advanced training through NPower’s Path2Tech programs or alumni partnerships, keeping them current as industry needs evolve.

Strengthening Families Through Financial Stability

When someone gets a stable job, their family gains stability.

Reliable income reduces stress, improves access to healthcare, and breaks cycles of poverty. Steady paychecks create room to plan, save, and build toward long-term goals. That can mean college savings, home ownership, and less reliance on public assistance.

Children of NPower graduates gain opportunities through better educational access and exposure to professional career paths.

Karla Medina-Velazquez, a single mother who was working in fast food when she found NPower, now works as a Tier 1 Analyst at 2U. She earned a Google IT Support Certificate as well as CompTIA ITF+ certification. “Thanks to NPower, I can provide a better life for my son,” she says.

Mental and Emotional Wellbeing

Financial security and meaningful work strengthen emotional wellbeing and build resilience.

NPower graduates report higher confidence, lower stress, and a greater sense of purpose. Their families experience less strain. And for veterans and military spouses, stability eases the transition into civilian life.

Dashawn Brownley became a father in high school and spent years in unfulfilling jobs before finding NPower. Now he works as an IT Help Desk Analyst at Under Armour. “Thank you for making NPower possible,” he says. “You’re helping young individuals get to the next level for their family and to provide for that family. It’s not just a gift, it’s bigger.”

The Community-Level Impact

Every graduate contributes to the health of their local economy.

According to the Economic Policy Institute, every high-quality job can create up to two additional local jobs.

NPower graduates fuel that growth by spending, paying taxes, and engaging in their communities. Through initiatives such as the St. Louis Community Help Desk, NPower alumni actively support their communities. The Help Desk offers device troubleshooting, workshops, and more.

Higher household earnings help local businesses, attracting investment and creating new opportunities. NPower’s focus on reskilling ensures talent growth happens within the communities where graduates live—building resilience for the long term.

Equity as an Economic Driver

Hiring people from a range of backgrounds strengthens innovation and profitability. According to a recent report from McKinsey, “companies in the top quartile for gender diversity are 39 percent more likely to outperform peers, continuing an upwards trend from 15 percent in 2015.”

Screenshot 2025-11-06 at 9.49.28 AM — Hiring people from a range of backgrounds strengthens innovation and profitability.

Teams with more perspectives are more successful. “A strong business case for ethnic diversity is also consistent over time, with a 39 percent increased likelihood of outperformance for those in the top quartile of ethnic representation versus the bottom quartile,” the McKinsey report says. With more perspectives, teams innovate more and align with the customers and communities they serve.

By training women, veterans, and people from non-traditional backgrounds, NPower helps employers build teams that drive both social and economic growth. NPower’s Command Shift program creates customized training pathways for women from low-income communities and non-traditional backgrounds. This coalition of Fortune 500 companies, nonprofits, and other organizations is unlocking potential that benefits students and employers.

The Broader Workforce Ecosystem

NPower’s partnerships with employers and funders sustain a pipeline that delivers value for everyone involved. Companies gain reliable talent, funders see measurable returns, and students gain access to transformative opportunities. One opportunity leading to another is yet another way the ripple effect becomes real.

Recent collaborations with organizations such as Pluralsight, MetLife Foundation, and the Patrick J. McGovern Foundation have amplified NPower’s ability to scale. Each partnership increases the reach and effectiveness of the model. With more than 12,000 graduates and a goal to place 15,000 more by 2030, NPower continues to prove that community-based workforce development is possible and sustainable. The NPower alumni network grows stronger with each graduate.

NPower graduates demonstrate persistence, adaptability, and commitment. Their contributions help businesses stay competitive and reflect the communities they serve. By hiring through NPower, companies help close the digital skills gap and build a more resilient economy.

Together, funders, employers, and NPower all work together to create long-term change.

The Ongoing Ripple Effect

The impact of a single NPower placement continues long after the graduate starts a job.

Choice Jackson, an Air Force veteran who now works as an Engineer Analyst at Citi, considers NPower a catalyst. “My apprenticeship has literally changed the entire trajectory of my life,” she says. She now serves on the Leadership Committee of Citi’s Pathfinders team and mentors NPower apprentices—including her own daughter, who is enrolled in NPower Texas.

NPower’s alumni network stretches across industries and regions. Every graduate who mentors another helps shape the next generation of tech talent. Equitable access to opportunity does more than help individual families–it strengthens teams and communities, with positive impact rippling outward.

Partner with NPower today to create more pathways to growth.

The Future of Tech Talent: Why Supporting Workforce Development Matters Now More Than Ever

Companies across industries need tech talent to build, maintain, and secure digital infrastructure. But companies can’t find as many qualified candidates as they need. 87 percent of tech leaders face challenges finding skilled workers, according to a 2025 report from Robert Half. “Teams today are short on skill sets that are crucial for not only everyday IT needs but also more complex initiatives,” according to the report.

Workforce development programs address this challenge by creating pathways beyond traditional education systems. Programs such as NPower’s, which connect individuals to the skills, credentials, and opportunities needed for sustainable technology careers, help employers access untapped talent.

The Tech Talent Gap Is Growing Faster Than Ever

The technology sector faces persistent mismatches between open positions and qualified candidates. These gaps create pressure on business operations.

What’s Driving Today’s Skill Shortages

The pace of technological change today is the biggest contributing factor to skills gaps and shortages, according to CompTIA’s Workforce and Learning Trends 2025 report. Closing these gaps, overcoming shortages, and aligning employee skills with organizational needs are the highest priority for the majority of HR executives in 2026, according to the CompTIA report.

How Rapid Innovation Outpaces Traditional Training

Technology evolves faster than traditional education can adapt. “The average half-life of skills is now less than five years, and in some tech fields it’s as low as two and a half years,” according to a Harvard Business Review study.

Traditional degree programs don’t move at that pace. By the time universities update their curricula to reflect new industry practices, the landscape has already shifted again.

Higher education also fails to serve everyone who could succeed in tech careers. Prohibitive costs, geographic barriers, and schedules that don’t accommodate caregiving or work responsibilities all exclude capable people from pursuing a future in tech.

Why Some Communities Lack Equal Access

Young adults from families with lower incomes may lack exposure to technology careers, to professional networks that facilitate job placement, and to the financial resources needed to pursue training. Veterans and military spouses have valuable skills but may struggle to translate their experience into civilian tech credentials that employers recognize.

Workforce Development Is the Key to a Sustainable Tech Future

Effective workforce development creates measurable impact at individual, organizational, and economic levels. These programs can build talent pipelines while addressing barriers to traditional education leaves in place.

“Closing the digital skill divide would generate significant, measurable economic payoff for workers, businesses, and the broader economy”

A report from the National Skills Coalition and the Federal Reserve Bank of Atlanta shows that even one digital skill boosts an employee’s earnings by 23 percent, and mastery of three or more digital skills can increase earnings by about 45 percent. “Closing the digital skill divide would generate significant, measurable economic payoff for workers, businesses, and the broader economy,” according to the report.

Tech employment generates multiplier effects: Higher wages support additional employment in other sectors and increase tax revenue for public services. Successful professionals become mentors, investors, and advocates for others.

How Workforce Programs Strengthen Local and National Talent Pipelines

By maintaining direct relationships with hiring companies and ensuring that training stays current, workforce development programs create reliable talent pipelines.

Strong workforce programs improve over time through feedback loops—employers, instructors, and mentors collaborating over time can lead to continuous improvement. Because workforce development programs can pivot and adapt faster than traditional higher education programs, they make talent available to employers faster.

When alumni return as mentors, they can share insights about which skills matter most and offer tips on everything from interviews to career advancement. This cycle—refining programs based on real outcomes—creates pipelines that consistently deliver qualified candidates when and where companies need them.

Investing in People Today Builds the Tech Leaders of Tomorrow

Organizations that support workforce development gain both immediate and long-term advantages. Their investments create returns that compound over time as graduates advance and contribute more to the broader economy.

The ROI of Talent Development for Employers

Employers who invest in training and development see more innovation and better retention, among other benefits. “Skills learned on the job contribute 46 percent of the average person’s lifetime earnings, and companies that build human capital are more likely to propel their employees into higher earnings brackets over the course of a career,” according to McKinsey research.

How Career Pathways Create Lifelong Mobility

Workforce development creates sustainable employment opportunities and solid career pathways. NPower graduates enter the workforce with foundational skills and industry-recognized credentials. Many move from entry-level support roles into specialized positions within a few years.

This upward mobility has impacts that ripple outward. As people advance, they create openings for new entrants. They become mentors and advocates for workforce development themselves and demonstrate to employers that capable talent can be found beyond traditional degree programs.

Why Early Investment Matters for Future Innovation

Professionals trained today will lead major projects, start companies, and mentor others in the future. A 2025 study by researchers from Harvard University and the U.S. Department of the Treasury tracked mentored youth over 30 years and found that early mentoring has a lasting impact.

People who were mentored experienced a 20 percent boost in earnings between ages 20 and 25, and their adult income aligned more closely with their mentor’s income than their family’s income—reducing the socioeconomic gap by two-thirds.

Every NPower graduate becomes someone who can lift others up and expand access to opportunity. The future of tech talent depends on investments made today.

How Organizations Can Support Tech Talent Development

Organizations have multiple pathways to support workforce development and strengthen their own talent pipelines in the process.

Employers can host apprentices and interns, provide mentorship, commit to skills-based hiring, and partner on curriculum development. Funders can invest in program capacity, wraparound services, and geographic expansion. Financial support allows programs to serve more students and have a bigger impact. Individuals can contribute by mentoring students, advocating for workforce development in their organizations, and sharing information about opportunities. Each connection helps link motivated people to training that changes their trajectories.

The future of tech talent depends on decisions made today. Learn more about partnering with NPower.