About 69% of universities globally reported an increase in applications to their master’s in management programs in the 2024–25 academic year, according to a report from the Graduate Management Admission Council (GMAC). 

The degree—teaching pupils how to develop core management and leadership skills—has become one of the most popular “pre-experience” (requiring no work experience) master’s pathways. It is second only to a master’s in accounting, which saw a 71% increase last year. 

Meanwhile, MBA (master‘s in business analytics) programs, which often require a few years of work experience, only saw a 34% increase in applications last year; perhaps because Gen Zers have been locked out of entry-level jobs, making it extremely difficult to pursue these more demanding degrees in the first place.

By pursuing master’s in management degrees, Gen Zers struggling to find a steady job can make themselves more employable without that barrier to entry. And it’s desperately needed, as more than 4 million young Americans are currently NEETS: not in education, employment, or training. 

How to get a master’s in management—no business bachelor’s required 

These pre-experience degrees are surging in popularity around the world, and some countries are accepting a larger percentage of young hopefuls. 

The typical U.S. master’s in management program has a median acceptance rate of 71%, reporting that 47% of their applicants are women, according to the GMAC data. Meanwhile, Europe is a bit more competitive; the median acceptance rate stands at just 53%, and 46% of candidates identified as women. 

While the master’s in management programs are somewhat selective, applicants have a stronger chance of getting their foot in the door than for an MBA, which has a starkly lower acceptance rate. U.S. schools with full-time, two-year MBA degrees reported a median acceptance rate of 35% in 2024. 

And lucky for newly graduated Gen Zers, they don’t need to have a résumé chock-full of business internships to make the cut. 

Application requirements vary depending on the schools and their competitiveness, but typically candidates only need a bachelor’s degree and a decent GPA to qualify. 

Interested applicants don’t always need to have business courses under their belt, either; schools are willing to take applicants with science, engineering, humanities, and social sciences backgrounds. In some cases, universities require that candidates have a competitive score on higher-education standardized tests such as the GMAT or GRE. 

The depressing job market for newly graduated Gen Zers

Businesses are striving to do more with less, cutting entry-level roles and striving for AI automation to save on headcount costs. Mass firings have wiped whole corporate departments across the U.S., as companies announced more than 806,000 job cuts from January through the end of July this year, according to a report from Challenger, Gray & Christmas. It’s a 75% spike from the approximately 460,000 reductions announced through the first seven months of last year. 

This severe decline in new jobs—especially entry-level opportunities—has frozen a majority of recent graduates out of the workforce. Around 58% of students who finished college within the past year are still looking for their first job, according to a June report from Kickresume. Meanwhile, just 25% of graduates in previous years, such as their millennial and Gen X predecessors, struggled to land work after college. A huge part of that disconnect is thanks to AI; the younger generation is now pitted against AI agents that can do the work of hundreds of employees at once. And typically these LLMs take over the lower-level grunt work first, naturally automating entry-level jobs at a lower cost. 

“A lot of entry-level work when you’re fresh out of college is knowledge-intensive jobs where you’re collecting data, transcribing data, and putting together basic visualizations, and learning the organization from the ground up,” Tristan L. Botelho, associate professor of organizational behavior at Yale School of Management, previously told Fortune.

“AI can do that quite well, and I’ve heard many managers say things like: ‘We can reduce our entry-level headcount.’ … The biggest disruption is likely among these low-level employees, particularly where work is predictable, tech-savvy, or more general.”