Why So Many Professionals Are Moving Sideways Instead of Up and What Employers Might Be Missing

Over the past year I’ve watched friends and colleagues accept lateral moves rather than true promotions. Titles change, but scope and pay often don’t. It’s easy to chalk this up to individual circumstances, yet the pattern reflects a deeper shift in today’s employer-driven market.

The ‘Safe Hire’ Mind-set

• A February 2025 Business Insider analysis found that many “entry-level” postings now demand two to three years of prior experience, a bar that simply didn’t exist a few years ago. Recruiters admit the surplus of laid-off, highly skilled workers lets them “play it safe” rather than "gamble" on untested talent. businessinsider.com

• Reporting from The Washington Post shows employers scaling back openings and, when they do hire, “increasingly looking for experienced workers who can ‘be immediately productive.’” washingtonpost.com

Taken together, these data points confirm what many feel anecdotally: companies have the pick of the litter and default to proven resumes.

The Cost of Playing It Too Safe

1. Diverse backgrounds and fresh perspectives fuel creativity. Over-indexing on “been there, done that” can lock teams into legacy thinking.

2. If every position requires prior experience, where do future leaders get theirs? A laterally stocked org chart looks stable until retirements hit.

3. High-potential candidates notice when career ladders stall. Word spreads quickly on Glassdoor and Blind, dampening your employer-of-choice status.

What Progressive Employers Are Doing Differently

Traditional Approach 

• List every “nice-to-have” as a hard requirement

• Screen for tenure first 

• Hire externally for mid-level roles

Alternative Approach 

• Trim to true must-haves and invest in onboarding

• Evaluate for capability, learning agility, and values fit

• Build internal mobility programs that turn lateral moves into launch pads

Advice for Talent-Hungry Leaders

1. For each open role, ask: If the perfect junior walked through the door, would I turn them away? If the answer is yes, reconsider the spec.

2. Offset the perceived risk of less-experienced hires with stronger mentorship and onboarding programs/budgets.

3. Track innovation metrics (new projects launched, revenue from new segments) to prove that calculated hiring bets pay off.

Takeaway & Call to Action

Lateral moves might feel safer, both for companies that fear mis-hires and for professionals who crave stability in uncertain times, but safety often turns into stagnation. Employers willing to balance experience with potential will not only secure tomorrow’s leaders, they’ll out-innovate competitors who keep fishing in the same talent pool.

If your organization prides itself on bold thinking, prove it at the hiring table. Start by re-examining that next job description and decide whether you’re looking for a resume or for real potential and growth. The choice could define your growth trajectory for years to come.

What trends are you seeing in this job market? Comment below or DM me—let’s compare notes on turning career moves into launch pads for true career growth.

A diverse group of professionals participating in a leadership training session.