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    The Best (and Worst) US Companies to Work for as a Junior Employee

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    Does how long you work for a company affect how happy you are at that company?
    It’s the big question that inspired this latest research from the employment experts at resume.io. They analyzed thousands of Glassdoor reviews of the top 54 US companies and then created charts comparing job satisfaction levels among junior and senior staff members.
    Let’s take a look at the results.
    The best and worst companies for junior staff
    According to Glassdoor reviews, tech companies are creating the best environments for their junior staff. Big tech names like Salesforce, Google, and Microsoft top the list of best places to work for career newbies, with average Glassdoor reviews of 4.6 stars out of 5 from current or very recent junior staff.
    Other top scores include familiar names like Dell Technologies, Meta, and Apple.
    Tesla also made the top 10 list despite Elon Musk’s rather demanding management style. Musk banned all remote/homework opportunities at Tesla, telling staff who complained that they “could go and pretend to work somewhere else.” According to one rumor, he once threatened to fire a whole intake of interns for waiting too long in line for coffee.
    The food and beverage service industry is notoriously tough, especially for new starters. So it’s no surprise to see several well-known food/drink service brands on the list of the worst places to work as a junior staff member. McDonald’s, Starbucks, and Burger King scored poorly, with average Glassdoor ratings of 3.5 stars.
    How junior employee satisfaction compares to senior staff workplace satisfaction
    Next up, the study compared junior and senior levels of job satisfaction.
    They found a notable difference in companies like Tesla, Santander, and Oracle, where Glassdoor reviews show that the level of satisfaction among junior-level staff is markedly higher than that among senior staff.
    There’s a different story coming out of McDonald’s and PepsiCo, where senior members of staff report higher levels of workplace satisfaction. But that’s not a bad thing. In fact, it suggests that new employees staying at these firms can expect a longer and happier career in a work environment that supports them in the right way.
    The companies with the happiest junior employees
    Google has the happiest junior staff members. Analysis of its Glassdoor reviews from new staff members shows an average junior employee rating of 4.53 stars.
    “We move at the speed of light,” reads one review posted by a junior UX designer at Google. “But the work is exciting, meaningful, and never dull. Plus, we get tons of support and a never-ending supply of coffee and donuts.”
    Google’s values and culture also align with what many young people want to see in the workplace—more diversity and inclusion. A survey by the World Economic Forum found that over half of Gen Z workers would refuse to work for a company without a diverse leadership team.
    Tech companies where junior staff are happier than senior staff
    Tesla is a great company to work for as a junior member of staff. But stay too long, and you might start to feel a little jaded. That’s because Glassdoor reviews of the firm score far higher when posted by newer staff members. Overall, they are around 0.77 stars higher than reviews by senior staff at the electric car manufacturer.
    There’s also a similar sentiment at Apple, Amazon, and Microsoft, where junior staff report much higher levels of workplace/job satisfaction via Glassdoor reviews.
    Long-term job satisfaction for junior employees in the USA
    The last part of the study created a timeline of job satisfaction for junior employees, demonstrating how it changes over a five-year period.
    And it seems like new job enthusiasm is a very real phenomenon. An analysis of over 20,000 Glassdoor reviews posted between 2020 and 2024 reveals a steady decline in job satisfaction among new starters, falling from an average of 4.15 to 3.92 stars.

    Ashley Murphy of Resume.io graduated with a BA (Hons) in English Literature and Creative Writing from the University of Manchester. He began working as a freelance content writer in 2015. He specializes in technology, higher education, current affairs, the arts, and entrepreneurship.
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      How to Attract China’s Top Grads: Unveiling What Makes Your Company Tick

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      China’s a goldmine of young talent, but competition for the best is fierce. How do you stand out as an employer in the face of a crowded market? Link Humans analyst Sveta Karniyenka has broken down the key drivers for entry-level talent, giving you the edge you need.
      Forget just offering a good salary. Today’s grads crave more. They want to develop, climb the career ladder, and feel valued. Here’s your 4-pronged attack plan, based on Link Humans’ research:
      1. Learning & Development: Sharpen Their Skills, Sharpen Your Edge

      Mentorship Matters: Fresh grads are eager to learn from the best. Implement a formal mentorship program pairing them with seasoned pros. Watch their confidence and expertise soar.
      Training that Sticks: Don’t waste their time on generic programs. Invest in targeted training relevant to their roles and career aspirations. This shows you’re committed to their long-term growth, not just filling a seat.
      Embrace On-the-Job Learning: Tasks aren’t just tasks; they’re learning opportunities. Provide opportunities for them to shadow senior colleagues, participate in cross-functional projects, and tackle challenging assignments.

      2. Career Progression: Show Them the Path, Not Just the Door

      Clear Career Paths: Don’t leave them guessing. Outline clear career progression paths within your company. This transparency demonstrates your commitment to their long-term future.
      Internal Mobility: Don’t stifle ambition. Encourage movement within departments so they can explore different areas and discover their true passions.
      Succession Planning: Integrate entry-level talent into your succession plan. Knowing they have the potential to climb the ladder is a huge motivator. Link Humans highlights this as a key factor for attracting top talent.

      3. Management & Organization: Culture Counts

      Empowerment, Not Micromanagement: Give them ownership of their work. Trust them to make decisions, and provide the support they need to succeed.
      Flat Hierarchies: Break down silos and encourage open communication. Young talent thrives in environments where they can easily access senior leadership and have their voices heard.
      Work-Life Balance is Non-Negotiable: China’s hustle culture is real, but burnout is a recipe for disaster. Promote a healthy work-life balance with flexible work arrangements and clear boundaries.

      4. Benefits & Perks: Sweeten the Deal, But Don’t Forget the Basics

      Competitive Salaries & Benefits: It’s all about the package. Offer competitive salaries and a comprehensive benefits package that includes health insurance, paid leave, and retirement plans.
      More Than Just a Paycheck: Think beyond the traditional. Offer perks like gym memberships, free lunches, or even onsite childcare. These demonstrate you value their well-being and go the extra mile for employee satisfaction.
      Social & Teambuilding Activities: Foster camaraderie and a sense of belonging. Organize team outings, social events, and volunteer opportunities. These create lasting memories and build strong professional relationships.

      Remember: It’s a Two-Way Street
      Don’t just talk the talk, walk the walk. Be transparent in your job descriptions about your company culture and career development opportunities. Highlight success stories of past entry-level hires who’ve thrived within your organization.
      Leverage the Right Platforms:
      China’s digital landscape is vast. Target your recruitment efforts on popular platforms like WeChat, Douyin (TikTok’s Chinese counterpart), and job boards like 51job and Liepin.
      By implementing these strategies, you’ll transform yourself from just another job opening to a magnet for China’s brightest young minds. Remember, it’s an investment in your company’s future. A highly motivated, skilled, and loyal workforce is the backbone of any successful organization.
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      4 Career Tips for Gen Z Job Seekers and Employees

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      It’s rare to find a career-related blog or article today that doesn’t mention the Great Resignation in some shape or form. After 47 million American workers quit their jobs in 2021 with millions more following throughout 2022, 10.8 million U.S. job openings now remain, making it seem like a job seeker’s paradise. But as Gen Z transitions into the workforce, they do so not with optimism, but with uncertainty, anxiety, and feelings of unpreparedness. So why the disconnect?
      Despite a record number of job openings and seemingly unlimited opportunities, the workforce’s newest generation is plagued by doubt, consistently missing the on-ramp to the career highway where they can set their focus on cruise control. Considering how many bright young candidates are produced by top universities and internship programs, one has to wonder why so many feel unsure of themselves.
      Part of the reason may be that the job landscape has changed drastically in recent years – far faster than most educational or job training programs. If those with decades of work experience are having trouble adjusting, how can those with no work experience assimilate without a model or blueprint to follow? While there’s no clear-cut answer, there are some helpful insights that can point Gen Z job seekers and employees in the right direction. Here are a few career tips for our youngest generation of workers.
      We’re all new to this.
      As mentioned above, the job landscape has changed, and the post-pandemic workplace differs from the pre-pandemic workplace. As the first generation to start their careers post-pandemic, you have an advantage. Remote and hybrid work will be your norm, and Zoom will be your conference room. While the rest of us have struggled to adjust, it will be business as usual for you. This advantage will also come with disadvantages, as not all employers have figured out remote work, much less remote interviewing, hiring, and onboarding. However, once they do, you will be at home among several generations of tourists.
      It’s okay to spend your early career searching.
      Everyone knows a handful of people who had their career path mapped out from day one and achieved success quickly. But for many, there are several bumps in the road. Some employees are unsure of what path to follow early in their career. Some won’t discover their strengths until mid-career. Some will change jobs due to layoffs, and some will shift gears to follow their passion. It’s okay if your career takes you in a different direction than you had originally planned. Now is the perfect time to accept new challenges and discover new talents. Your goals may change, and experience will come with time. Remember that a successful career isn’t a race, and it may take several years and a few false starts to achieve.
      Prioritize employers that are willing to invest in you.
      Salary is important. So are benefits. But if these are the only things you prioritize in your career, you’ll likely be disappointed. A career is a journey, and hopefully a long one. In order to avoid disengagement and burnout, there must be progress and a record of achievement. Good employers will make this their mission, to identify and develop employees’ talents, provide training, learning, and growth opportunities, and celebrate workers’ accomplishments. Lesser employers will pay you for your work and consider that enough. Make sure to identify and target employers from the first group, and you’ll be glad you did, particularly after you’re no longer the youngest generation in the workforce.
      Networking and communication are essential.
      In the past century, the starting point for a job search has progressed from store windows to newspapers to online job boards to social media and online networking. As a result, a solid social network is helpful for a successful job search, and in some industries, it’s essential. Similarly, communication has always been considered a top soft skill sought by employers. Now that so many employees work in a remote or hybrid environment, communication skills are even more critical to building strong connections with coworkers and clients, and working effectively on distributed teams. Network with everyone, and prioritize clear and direct communication. There will never be a time in your career when both of these aren’t paramount to success.
      Every generation struggles to find its footing when transitioning from student to employee. However, Gen Z was thrown a curve ball when COVID-19 transformed the workforce just as they were entering. Now, they’re having to navigate employment with the same uncertainty that all first-time employees experience, while entering the new job landscape with the same apprehension that the rest of us have. But with these challenges comes opportunity; primarily, to be a part of the most significant shift the workforce has seen in the last century and help shape it. So a little advice for Gen Z job seekers and employees – it won’t be easy. (It never is for groundbreakers and trailblazers.) But the workforce is long overdue for some changes, and it’s a great time to be at the starting line. So go be great.
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