The Rise of the “Squiggly” Career Path

One of the greatest myths in the modern work world is the idea that careers are supposed to unfold in straight, predictable lines. Success is supposed to be a predictable ladder, with one rung clearly leading to the next. You started at the bottom, worked hard, earned promotions, and steadily climbed your way upward. The path was clear, predictable, and often celebrated as the gold standard for professional advancement. This myth may have been true for our parents, but not necessarily for us.

Today, many professionals are discovering that their careers look less like ladders and more like what the leaders at IBM call a “squiggly career.” They pivot, reinvent themselves, and explore unfamiliar territory.

Lateral moves, career pivots, stretch assignments, industry changes, entrepreneurial ventures, returnships, sabbaticals, and unexpected opportunities emerge along the way. Some of these shifts are intentional, while others are driven by circumstances beyond our control. Either way, the traditional career ladder has given way to something far more dynamic - and talent development leaders are in the middle of it all.

Welcome to the era of the squiggly career! (Thank you again, IBM, for this term!)

Our reality is that many organizations no longer operate the way they once did.

Technology is transforming roles faster than ever; entire job categories are emerging while others disappear, and organizations are becoming flatter. At the same time, employees are increasingly seeking meaningful work, flexibility, and opportunities to grow rather than simply chasing titles.

In this environment, career growth often happens sideways before it happens upward. What once might have looked like a temporary detour is now often the path itself.

Rather than following a predetermined route, professionals are building careers based on experiences, skills, interests, and opportunities that align with their evolving goals and values.

One reason squiggly careers continue to gain momentum is that people increasingly want careers that reflect who they are as people, not simply what they do.

Many professionals are seeking work that aligns with their values, passions, strengths, and sense of purpose. They are asking questions such as:

These questions often lead people toward opportunities that may not fit neatly into a traditional career path.

In many ways, the squiggly career is less about climbing and more about discovering. It allows individuals to build a richer portfolio of experiences, broaden their perspective, and develop skills they can apply across industries and functions.

Most importantly, it recognizes a truth many of us know firsthand: life is not linear, and neither are careers.

As talent development professionals, we are often responsible for helping employees navigate growth, advancement, and career planning. Yet many traditional development models still assume a relatively linear progression. The challenge is that employees increasingly see their careers differently.

Today's workforce wants flexibility, development opportunities, meaningful work, and room to evolve. They want organizations that support growth in multiple directions rather than forcing everyone onto the same path.

Instead of asking, "What is this employee's next promotion?" we may need to ask:

Talent development leaders have an opportunity to help organizations redefine career success in a way that reflects today's workplace realities.

One of the most exciting aspects of the squiggly career is the unique capabilities it can develop in people.

Individuals who have navigated multiple roles, industries, or functions frequently bring a broader perspective to leadership challenges: they have learned how to adapt, reinvent, and remain resilient in changing circumstances.

Some of the leadership qualities commonly developed through squiggly careers include:

These are precisely the types of leadership capabilities organizations need as they prepare for an increasingly complex future.

Talent development leaders are not immune to squiggly careers themselves. In fact, many of us have taken unexpected paths to get to where we are today.

Perhaps you started in education, operations, recruiting, communications, or business leadership before moving into talent development. Maybe your career has included unexpected pivots that ultimately shaped who you are as a leader.

Rather than viewing these experiences as disconnected chapters, consider how each one contributed to your growth. Often, what seems like a detour in the moment becomes one of the most valuable parts of your journey.

The squiggle is where many of our greatest lessons are learned.

Talent development leaders also have an opportunity to rethink how they evaluate candidates and future leaders.

Traditional resumes often emphasize titles and upward progression. Yet some of the most capable candidates may have taken unconventional routes.

Instead of focusing solely on job titles, consider:

When organizations broaden their definition of career success, they often uncover exceptional talent that might otherwise be overlooked.

The career ladder is not disappearing entirely: for some roles, industries, and individuals, it remains a useful model.

But for many professionals, career growth today looks far more dynamic than it did even a decade ago. The rise of the squiggly career reflects a broader shift in how we think about work, learning, leadership, and success.

As talent development leaders, we have the opportunity to champion this evolution!

We can help employees see possibilities instead of limitations. We can create development experiences that support exploration and growth. We can recognize that meaningful careers are often built through curiosity, courage, and continuous learning—not simply through climbing the next rung on a ladder.

Because sometimes the most successful career path isn’t a straight line at all. Sometimes it squiggles, and that’s exactly where the magic happens.

Recommended Resources