Once a rite of passage into the marketing world, internships are now slipping away. According to employment insights from Live Data Technologies, internships in U.S. marketing and advertising firms have declined for three years straight. The drop reflects larger industry shifts that are making it harder for young professionals to get a foot in the door.
The implications go beyond fewer résumés in circulation. This drop in internships signals a deeper change in how the industry views early-career hiring. Budget cuts, automation, and AI adoption are reducing demand for junior roles.
This article explores the numbers behind the trend, what’s driving it, and how marketers can respond before the pipeline dries up.
Short on time?
Here’s a table of contents for quick access:
- What the data says about internship decline
- Why entry-level roles are vanishing
- The cost of unpaid internships
- Who’s bucking the trend (and how)
- What marketers should do now
Patrecia Meliana
What the data says about internship decline
Live Data Technologies reports a consistent drop in internships across major U.S. marketing and advertising companies since 2022. In previous years, internship numbers typically surged in summer. In June 2022, intern roles were up 125% compared to January of that year. By June 2025, the summer bump had dropped to just 40%.
The dataset includes large players such as IPG, Omnicom, Digitas, and Starcom. While each agency operates differently, the broader trend is clear. Internships are no longer a given.
The decline aligns with a demographic shift. Workers aged 20 to 24 made up 10.5% of the advertising and PR workforce in 2019. As of 2024, that number is just 6.5% . The median age in the industry has also climbed from 38.5 to 39.8.
Why entry-level roles are vanishing
Agency consolidation and cost-cutting have hit junior roles the hardest. Teams are leaner, and companies are investing more in mid- and senior-level hires rather than early-career talent.
“The continued infusion of AI and automation has led to a decline in entry-level roles for many organizations, with hiring priority shifting to mid- and senior-level positions,” said Justin Roberts, Associate Vice President of Global Culture and Inclusion at Kepler.
Live Data Technologies supports that view. While total staff counts at marketing and ad firms have dropped nearly 11% since January 2022, director and manager roles have held steady.
According to J. Scott Hamilton, CEO of Live Data Technologies, “With no junior roles to fill next year, there will be fewer internships this year.”
The cost of unpaid internships
Another issue is that many internships remain unpaid. For today’s financially strained student population, free labor is a tougher sell.
“Ten years ago, we would promote our internships with a single social post and be inundated,” said Laura Emanuel, Managing Director at Red Thread PR. “It was a truly competitive search.”
Now, the agency brings in two interns per cycle. While the experience is still hands-on, the lack of pay makes it less appealing. As the industry rethinks its approach to early talent, unpaid programs are quickly losing their shine.
Who’s bucking the trend (and how)
While many firms are scaling back, some are going against the tide.
Stagwell has welcomed around 150 interns and apprentices across its U.S. agencies in 2025. Stephanie Howley, Stagwell’s Chief People Officer, said the company plans to expand university partnerships and host more agency-specific events to attract young talent.
Kepler, meanwhile, is investing in its own training pipeline. Its eight-week Kepler U program offers mentorship, panel discussions, and real client work. Since 2021, the initiative has helped over 300 participants land full-time roles.
“Young professionals have been the backbone of our industry for decades,” said Roberts. “My sincere hope is we don’t lose sight of the considerable need for their contributions.”
What marketers should do now
The long-term cost of neglecting early talent will show up in missing skills, weaker pipelines, and increased hiring pressure in the future. Here’s how marketers can respond now:
1. Rethink internship models
If your internships are unpaid or loosely structured, now’s the time to fix that. Paid, hands-on programs can boost your brand with emerging talent and deliver real value in return.
2. Explore apprenticeships
Short-term, paid apprenticeships provide a flexible option that still invests in junior talent. They’re often easier to manage and easier for candidates to commit to.
3. Build formal training pipelines
Programs like Kepler U prove that structured training leads to stronger long-term hires. Formalize onboarding, mentorship, and upskilling to make the most of early-career employees.
4. Strengthen university ties
Agency-hosted workshops, guest lectures, and competitions can raise brand awareness among students and help you stand out in a tight recruiting landscape.
Internships are more than résumé fillers. They’re foundational for developing the next generation of marketers and communicators. The current decline in intern opportunities reflects a bigger shift in how the industry thinks about early talent—and it’s a shift worth resisting.
Brands that double down on accessible, well-structured training programs today will be better positioned to lead tomorrow. Investing in junior talent is not just good ethics. It’s good business.
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