Throw away all the preconceived platitudes about managing your career


Steve cadigan is a human resources professional of over thirty years and the senior human resources manager at LinkedIn. You would think it would espouse traditional old school methods of navigating and advancing your career. This is not the case. In an interview with him, Cadigan offers a radical take on your career.

Change job

When I first started recruiting, if I shared the CV of someone who had only been with a company for about a year, I would be reprimanded. They would pejoratively say that the candidate is a “job seeker” and attribute negative connotations to their desire to pursue a new job so soon. Hiring managers and HR argue that the person is either a poor performer and tries to leave before being fired, or is disloyal.

Cadigan, which I first noticed on TIC Tac spread his brilliant ideas, claims that you must change jobs every few years. It would have been a heresy to say that two years ago. The HR manager’s point of view is that we are in a very different time. It’s more transactional. With the Great Resignation, organizations are realizing that people are unlikely to stay too long.

He cites Silicon Valley as an example. This part of the country is experiencing the fastest changes in technology, software and business styles. It has been a huge creator of wealth. Also, he has the highest staff turnover rate.

Cadigan, the author of Earthquake, says that managers initially thought it was “stinky” because so much time, energy and resources were spent on an employee, and now that they are gone, all is wasted. He opposes this thought process saying that the supervisor has been valued by the worker and that there is a golden opportunity to stay in touch with him throughout his career. There could be future beneficial partnerships and collaborations

I have often seen management consultants and law firms feel happy when a person leaves to join a corporate client or other organization. There is a good chance that the person leaving is looking for their old business when they need their services, and the two parties will enjoy a successful long-term relationship.

Employees, Cadigan says, should learn as much as possible in their jobs and network with the people they interact with and get to know within the company. Armed with new knowledge and strong relationships, the person should feel free to move on to another opportunity. Then do the same thing over and over again. Learn as much as you can, expand your network, and when the time comes, move on.

The PayPal mafia

Cadigan, with Saad Siddiqui, a venture capitalist and general partner of Telstra Ventures that focuses on investments related to human resources, highlights the success of the so-called “PayPal Mafia”. In New York, saying that someone is part of the Mafia can be dangerous to your health. Obviously, it’s different in Silicon Valley.

The PayPal Mafia is a tight-knit group of former PayPal employees who have founded and run many successful companies such as Tesla, Inc., LinkedIn, Palantir Technologies, SpaceX, Affirm, Slide, Kiva, YouTube, Yelp, and Yammer. .

By cultivating, building and nurturing long-term relationships, it’s a multiplier effect, according to Sadaqui. You have a strong support group to help you in your endeavors. If you stay in one place for long periods of time, you will be surrounded by the same people. Only by moving around can you increase your exposure to smart people who can help you in your career.


Cadigan and VC Sadaqui say we are in a new paradigm of “fluidity”. Business leaders should recognize that workers, for the most part, will not be staying too long. They will learn, evolve and progress to continue to accelerate their careers.

Instead of resisting this trend, managers should embrace it and embrace it. Appreciate all they have to offer and don’t harbor any ill will when they leave. An intelligent manager will encourage the person to pursue their passions and keep in touch with the fast-tracker, which will help them to create their own “mafia” network.

People need to get rid of what they think is the stigma of jumping too soon. They should embrace the stimulating feeling of bringing their skills and talents to another place where they can be released, have the opportunity to learn more and grow professionally. If you stay too long, you become complacent and stagnate.

This radial way of looking at your career can also help you increase your compensation. If you stay with a business, you will likely get a 2% annual increase. When you change jobs, the company will pay a premium of around 20% to entice you to leave, especially in a tight labor market where there is a war for talent. I have personally seen people do this over the years and their salaries have skyrocketed. It’s like compound interest on your savings and investments. For example, if you earn a salary of $ 100,000, the offer could be $ 120,000. Two years later, another pivot will take you to around $ 144,000. It could go on.

Ripple effect of rapid changes

The new world business order will bring about massive changes. With remote and hybrid working becoming the norm for millions of people around the world, we will see changes in recruiting, hiring diversity, and migration from big cities to other places.

As a Gen X member, when I entered the workforce (before the internet and smartphones) you were expected to find a commuting distance job. Now, with remote options, a person living in North Dakota, Mississippi, Arkansas or Oklahoma has the option of landing a job at a company in Silicon Valley or on Wall Street.

They may even have a better chance than their counterparts who live in San Francisco and New York, as companies may think they could pay them less, which justifies this by the lower cost of living. Companies will no longer have an excuse not to hire for diversity, as recruiters can contact anyone from anywhere.

Digital nomads, typically young professionals without children, are moving to interesting and interesting places in the United States and around the world. We have already seen house prices rise in some places that have attracted mobile white-collar workers with significant disposable income. Suburbs, seaside towns, ski areas and other interesting areas will see an influx of these professionals, driving up house prices and rental costs.

We could foresee competition from cities, states and countries to attract these talents in order to increase tax revenues. This has already happened during the pandemic when a number of places rolled out the red carpet to encourage people to settle there and work remotely.

Improved social benefits

To attract and retain talent, companies offer better benefits. This covers the whole gamut, including paying higher salaries, offering enrollment bonuses, and free tuition. Cadigan points out that paying for college is a counterintuitive strategy.

I spoke with Vivek Sharma, CEO of Instride, a social impact company that connects businesses and universities to create flexible, debt-free education opportunities for employees. In a tight talent market, making higher education accessible without going into personal debt is a very attractive recruitment and retention tool.

Sharma, who is also a member of the board of directors of JetBlue Airways and former executive of The Walt Disney Co., Yahoo! and McKinsey & Co., says there are multiple benefits: Employees will be happier and more motivated, some will stay and rise through the ranks, others will leave but have good thoughts for their business and share their thoughts with others. others, which is a big advertisement.

Sharma says of the leadership that offers this type of program: “If I invest in educating an employee, she will believe in my business, she will treat customers better and she will stay with us longer” and “It is a very real strategic strategy. benefit that changes the trajectory of an individual’s life. He adds that by providing employees with a debt-free academic journey, the organization is seen as an empathetic and compassionate employer who takes bold and concrete steps to make an impact that investors, employees and customers care about.

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