Job rotation is a topic that sparks many discussions in the professional realm, particularly among tech engineers and recruiters. In the case of Joppy’s CEO, Nico Bour, his personal experience in his early jobs resonates with that of many young talents. He lasted only a week in his first job before accepting another offer, and in his first four years of career, he hardly stayed longer than 1.5 years in a company. This high turnover poses a significant risk that many new generations may underestimate.
During the boom period for development profiles from 2020 to early 2022, it was common to see resumes with job changes every 6-9 months, accompanied by messages like “I’ve completed a stage, I’m looking for the next challenge.” Despite discussions about these situations, many were surprised that such statements were even acceptable. Considering that onboarding processes typically take 2-3 months, it seems unlikely an employee could genuinely complete a “stage” in such a short time, since those initial months primarily represent costs rather than value creation from the company’s viewpoint.
During those years of high demand for talent, possessing a solid set of Hard Skills was often sufficient to secure employment. However, the job market is cyclical and constantly evolving, and a candidate’s profile and professional history do not change at the same pace.
As we move towards 2024, employers have many more options when it comes to choosing candidates since there are now a greater number of available profiles and fewer job offers compared to before. This means that job rotation is no longer viewed the same way. In fact, some clients have implemented a filter that automatically excludes candidates who have spent less than 1.5 years in their previous jobs. While this trend is debated, it represents a reality in the current market.
At Joppy, there is an effort to reason through these types of statements, as wonderful profiles are lost due to candidates having had poor experiences or working for companies with economic issues. However, companies seeking lasting commitment do not look favorably upon a history of high turnover. What candidates might not realize is that the idea of staying at a job for 4, 5, or even 10 years has become unrealistic in a workplace that is increasingly ephemeral.
It’s crucial not to confuse the trend of job-hopping with merely changing for the sake of change; every decision has its consequences. Entering a company, learning, and contributing is a process that requires time and stability. Leaving a job in less than a year can make it challenging for a candidate in the future, as the current job market is demanding, and such patterns may work against them. In the end, the rules of the game are clear, and nowadays, employers have more cards to choose from.
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