Help employers distinguish between internships, trainee roles, assistant roles and genuine junior positions, with realistic responsibilities and expectations.
The problem
Many job adverts labelled "entry-level" or "junior" quietly ask for two to three years of professional experience. This blurs the line between a genuine first role and a mid-level position, discourages emerging talent from applying, and wastes employers' time reviewing candidates who are already overqualified.
What good looks like
A genuine entry-level role has responsibilities that someone in their first or second year of a creative career can realistically achieve. It distinguishes clearly between:
- Internships: short-term, learning-focused, often rotating across teams
- Trainee roles: structured programme with formal training and progression milestones
- Assistant roles: supporting a senior team member, learning by doing
- Junior positions: owning a defined set of tasks with guidance, growing into independence
The Lab framework
Use the R-D-T test before publishing a role:
- Responsibilities: Could a recent graduate or someone with 0 to 1 year of experience realistically do these tasks?
- Development: Is there a clear path for the person to grow within the role?
- Timeline: When will they be expected to work independently, and is that timeline realistic?
Example
Bad: "Junior Designer, 2+ years agency experience required, leading client presentations."
Better: "Junior Designer, portfolio demonstrating strong typography and layout, working alongside senior designers on client projects, with mentorship and regular reviews. No prior professional experience required."
Employer checklist
- Does this role require professional experience that a recent graduate could not have?
- Are the responsibilities achievable for someone in their first or second year?
- Is there a clear reporting line and mentorship structure?
- Have you distinguished between intern, trainee, assistant, and junior?
- Will this person have real creative work, not just admin?
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