What upskilling and career advancement options work best for early career talent?

Hiring early career talent isn’t just about filling today’s roles—it’s about building tomorrow’s workforce. The employers that consistently win with students and recent grads aren’t just offering paychecks and ping pong tables. They’re offering growth. They’re investing in people with potential, not just polished resumes. And they’re doing it through smart, intentional upskilling programs that give early career hires a clear runway for advancement.

The best part? It works. For everyone.

When you bring on early career talent, you’re often hiring for raw ability and mindset. These aren’t people who’ve done the same job at three different companies. They’re people who are still learning the language of the workplace, let alone the specifics of your tech stack, supply chain, or customer service model. But give them a structured path—whether that’s technical training, cross-functional exposure, or just consistent feedback and mentorship—and they’ll not only ramp faster, but stick around longer.

Employers who do this well rarely leave it to chance. They map out the skills each role requires and then build learning into the job itself. Sometimes it’s formal—think online courses, micro-credentials, or tuition assistance. Other times, it’s as simple as assigning stretch projects or rotating team members through different departments. The goal isn’t perfection—it’s progress. It’s about showing your newest hires that you’re not just giving them a job, you’re helping them build a career.

This is especially critical in industries where the pace of change is fast and the competition for talent is even faster. A junior data analyst who starts on your team with a basic knowledge of Excel but develops SQL, Python, and data visualization skills over the next 18 months is infinitely more valuable—and far more likely to stay—than the one who’s left to tread water without guidance.

Upskilling also builds loyalty. When you invest in someone’s development, they feel it. They talk about it. They share it with their networks, making your brand more attractive to the next wave of candidates. It’s the kind of word-of-mouth recruiting you can’t buy.

Now, here’s the kicker: none of this has to break the bank. You don’t need a seven-figure learning management system or a fancy leadership academy. What you do need is intentionality. You need to recognize that early career talent is hungry for growth and that giving them the chance to level up is as important as offering a competitive salary.

The employers who win this generation of workers aren’t the ones with the flashiest perks. They’re the ones who see potential, nurture it, and then get out of the way as that potential turns into performance. Hiring is the beginning. Upskilling is the multiplier.

We reached out to 10 hiring experts to ask them what kinds of upskilling and career advancement opportunities have they seen that work well when it comes to recruiting and retaining early-career talent.

• Embrace Holistic Talent Development
• Provide Structured Learning Plans
• Implement Personalized Milestone Mapping
• Create Clear Advancement Pathways
• Offer Hands-On Tech Experience
• Establish Regular Growth Check-Ins
• Invest in Field-Specific Certifications
• Integrate Workplace Coaching Programs
• Rotate Employees Through Different Departments
• Link Upskilling to Tangible Career Outcomes

Embrace Holistic Talent Development

I often reflect on my previous career and how structured the path to growth was—companies had a clear, traditional process: if you wanted to advance, you had to move from this role to that function, and then to that organization. It was all very step-by-step. While structure has its value, it doesn’t always leave room for recognizing people’s full potential.

What if, instead, companies took a more holistic approach, looking not just at someone’s current role, but at their soft skills, transferable strengths, and personal interests? What if leaders said, “Because you’ve demonstrated these capabilities, here are a few directions you could grow into,” rather than just following the standard ladder?

Imagine the impact if organizations could clearly outline not only the traditional upward trajectory within each discipline but also highlight lateral or cross-functional opportunities based on emerging needs and individual potential. That’s where true talent mobility lives.

We have to remember that for many early-career professionals and students, the job search and career planning process can feel like uncharted territory. A little clarity goes a long way. By helping the next generation visualize where they can go—and how to get there—we don’t just benefit them, we build stronger, more adaptable teams for the future.

TK Morgan, Founder and Visionary, Tuesday At 1030

Provide Structured Learning Plans

Early career candidates don’t want vague promises about growth. What I learned from BeamJobs is that they want to know exactly what skills they’ll be learning, how long it will take, and what those skills will lead to inside the company. When an employer says, “We support development,” without any structure behind it, it most likely won’t resonate. But when they say, “In your first 90 days, we’ll train you in A, B, and C, and by month six, we’ll evaluate you for a bigger role or new responsibilities,” it changes everything. This approach gives your candidate a sense of direction, momentum, and purpose, which is what they’re always longing for.

What makes these learning plans work is the clarity. The timeline shows them where they’re going. The skills are directly tied to their work. And the reward, whether it’s a promotion, a pay increase, or new responsibilities, gives them something to aim for. It tells them, “If you put in the effort, here’s exactly how you’ll grow with us.”

Stephen Greet, CEO & Co-Founder, BeamJobs

Implement Personalized Milestone Mapping

Offering clear, structured “Milestone Mapping” has helped us support early career professionals at our digital marketing agency. Our HR team gives employees a personalized milestone card on their work anniversary every year, detailing their growth–skills they picked up, campaigns they spearheaded, certifications they received–and then suggests targeted upskilling paths to keep up the momentum. If, for example, a junior account manager led a client pitch that year, we might suggest a course in strategic brand storytelling or advanced analytics to help them gear up for a senior role. It’s not only a sign that we care, but it also gives them a sense of growth and direction.

In fact, doing so has increased retention among early-career employees by 25% over the last two years. What’s also critical: It sets the stage for career conversations based on real achievements and steps forward instead of airy aspirations. This is where relevance comes into play — using relevance and context to inform recommendations for where a person should focus, not just saying “hey, take this training module; it would be good for you.” When we can show people where they’re headed and the path to get there, we’ve discovered that they stick around longer and get promoted more frequently.

Aaron Whittaker, VP of Demand Generation & Marketing, Thrive Digital Marketing Agency

Create Clear Advancement Pathways

As the founder of Paralegal Institute and a law firm owner who has hired countless paralegals, I’ve observed that structured advancement pathways are crucial for early career talent. We implemented clear promotion criteria with specific milestones that new paralegals could achieve, resulting in 40% higher retention rates compared to when we had no formal advancement structure.

Our most successful upskilling initiative has been our document preparation checklist system. Rather than throwing new hires into complex legal work, we provide comprehensive frameworks for critical processes—from drafting complaints to managing expert reports. This approach gives them confidence while ensuring quality work and has reduced training time by nearly 30%.

Tech proficiency training has proven particularly valuable. We offer specialized training in cloud-based document management systems and AI-driven legal research tools, which not only makes their workflow more efficient but also gives them marketable skills. One recent graduate mastered our case management software so thoroughly that she now trains incoming staff.

The most effective retention strategy has been creating opportunities for early career staff to teach others. When paralegals master specific skills, we invite them to lead training sessions or contribute to our curriculum development. This recognition of their expertise dramatically increases their engagement and sense of value to the firm.

Matthew Pfau, Curriculum Developer & Educator, Paralegal Institute

Offer Hands-On Tech Experience

I’ve seen fantastic results by creating a ‘tech sandbox’ where new graduates can experiment with different SaaS integrations and actually break things without consequences. We rotate our entry-level developers through different teams every quarter, exposing them to various aspects of our platform from backend development to customer-facing features. The game-changer was implementing a ‘build your own project’ initiative where newcomers develop a small feature they’re passionate about, with guidance from senior developers.

Or Moshe, Founder and Developer, Tevello

Establish Regular Growth Check-Ins

It doesn’t have to be over-the-top. People want to feel like they’re moving forward, not stuck in a loop, and that’s what your upskilling program needs to address. It should offer clear opportunities to learn new skills, whether that’s through online courses, mentoring, or on-the-job training.

A lot of the time, it could be as simple as employers setting up regular check-ins or coaching sessions, where employees get feedback and talk about their growth. It doesn’t have to be a formal thing, but showing them there’s a path forward makes a huge difference. If they see a future with your company, they’re much more likely to stick around.

Gerry Wallace, Managing Director, Greenline

Invest in Field-Specific Certifications

If you want to attract top talent–especially Gen Z and ambitious millennials–stop offering vague “access to learning” perks.

Younger candidates see through these offerings. Learning stipends and extensive online course libraries may sound appealing on paper, but they’re often too broad to feel useful or impactful.

What these candidates actually want are certifications directly related to their field–programs with structure, a clear timeline, and a tangible credential at the end. Examples include AWS Cloud Practitioner, Six Sigma Green Belt, CFA Level 1, or industry-specific safety training. These certifications signal that the company is genuinely invested in their professional growth–not just offering a superficial perk.

Certifications also communicate something even more important: a path forward. When candidates see there’s room for advancement–and that effort leads to opportunity–they’re more likely to stay, perform, and grow with the company. It transforms a role from a temporary position into a springboard for career development.

Jon Hill, Managing Partner, Tall Trees Talent

Integrate Workplace Coaching Programs

Early career talent desires development. It’s no longer simply about finding a job; early career professionals want to know that they can upskill and advance in their careers. In my experience, the best businesses understand this and prioritize career development programs. When employers prioritize growth as a central part of their culture, they not only attract the best talent but retain them too.

One of the most effective areas that has proven to be so is workplace coaching integration. Companies that provide coaching programs enable their employees to gain valuable soft skills such as emotional intelligence, communication, and leadership. These programs give young professionals the courage to tackle issues directly and beyond the immediate workplace. I’ve worked with organizations that offer leadership coaching early in a person’s career, and the impact on retention and engagement is immediate. When people feel like they are developing, they invest more in their work.

Another powerful tool is continuous learning opportunities. Companies that provide formal training, mentorship, and learning platforms are setting their employees up for success. By offering learning as a continuous process, companies create an environment in which employees feel appreciated and can develop. This fosters loyalty, which ultimately translates to higher productivity and fewer defections. Employers who invest in developing their employees are investing in their future success.

Tony Nutley, Founder & CEO, UK College of Personal Development

Rotate Employees Through Different Departments

At Tutorbase, rotating early career employees through different departments every 3-4 months has been a game-changer for their development and our retention rates. They get to experience everything from customer success to product development, which not only helps them find their passion but also gives them a holistic understanding of how a SaaS business operates.

Sandro Kratz, Founder, Tutorbase

Link Upskilling to Tangible Career Outcomes

Upskilling is effective when it’s tied to a purpose. I’ve observed early career professionals leaving roles not because the work lacked value, but because growth felt like an empty promise. Companies that succeed with this group offer structured development from day one. One global manufacturer created a 12-month track for new graduates. It included job rotations, targeted skills training, and monthly leadership sessions. As a result, new hires stayed longer, performed better, and moved into critical roles with more impact.

Certifications are another powerful tool when connected to advancement. One supply chain firm we support covers APICS or Six Sigma costs for early career hires. Upon completion, these employees transition into roles with higher responsibility. Expectations are clear, the process is defined, and the reward is visible. This clarity builds trust and accountability.

Mentorship is effective when it’s integrated into the system. One logistics company established monthly mentor check-ins across departments. New hires received consistent feedback and support while building relationships outside their immediate teams. This approach strengthened internal collaboration and helped early talent gain traction faster.

Perks don’t retain talent. Structure, investment, and visible outcomes do. Early career professionals don’t wait long for direction. When they see a clear path and genuine support, they commit. Without these elements, they move on.

Friddy Hoegener, Co-Founder and President, SCOPE Recruiting