Could the UK’s product job market be heading for trouble?
Personally, I can count on one hand the junior roles I’ve worked on since before Covid. And with some fairly elementary digging on Linkers, the data speaks for itself:
614 Senior Product roles posted last month.
Only 28 Junior Product roles.
That’s a 22:1 ratio!
For some, this might seem like good news – demand for senior product talent is booming again! But…where will tomorrow’s seniors come from if we aren’t hiring juniors today?
The problem:
- Risk Aversion: Companies, especially in uncertain economic and political times prefer hiring “proven” talent, minimising perceived risk that comes when hiring juniors.
- Experience paradox: Entry-level roles often require “2-3 years of experience,” creating a catch-22. How can anyone gain that experience without an initial opportunity?
- Lack of training: Unlike most professions, product management often lacks clear career paths and formal training programs at the entry-level. This makes it harder for newcomers to demonstrate readiness.
Why this matters:
- A looming talent shortage: In 3–5 years, UK companies will be competing for a much smaller pool of experienced PMs, driving up salaries and making hiring even harder.
- Hiring internationally isn’t a long-term solution: Immigration policies, economic shifts, and competition from global tech hubs mean UK firms can’t depend on international talent forever.
- Lack of Diversity: Entry-level roles are often a pathway for people from diverse backgrounds to enter the field.
What Needs to Change?
- Companies need to start investing in junior talent ASAP with structured onboarding, mentorship, and internal growth pathways.
- More apprenticeships, internships, and Associate PM roles should be created to keep the talent pipeline healthy and curious.
- Universities, bootcamps, and employers need to collaborate to make product management more accessible as a career path.
If nothing changes, we risk a major product talent shortage in the years ahead.