Suddenly “polyworking” is the buzzword of the moment, but chances are you’ve been living it for years—simultaneously earning from several roles while orchestrating the nonstop dance of work, family, and everything in between. A surge of media attention—Harper’s Bazaar calls it “Gen-Z’s answer to a fraught job market” —has turned the practice into a headline, but the skill set is anything but new to the Second Shift community.

What is new is the scale. Federal data show that 8.8 million Americans held multiple jobs in April 2025, pushing the multi-jobholder rate up to 5.4 percent overall and 5.8 percent for women. Among millennials, the numbers are even starker: more than half now juggle at least two income streams, with nearly a quarter balancing three jobs and a full third holding four or more. Remote and hybrid schedules have removed the friction of second commutes, turning what used to be an after-hours “side hustle” into a seamless shift between Zoom rooms.

Why the rapid rise? Stubborn 3 percent inflation and plateauing wage gains make a single paycheck feel perilous, while pandemic-era layoffs reminded everyone that “job security” can vanish overnight. Polyworking spreads risk, pads savings, and—when chosen well—creates space for passion projects that a single role can’t fund.

For mid-career women, framing life through the lens of polyworking can feel strangely validating: the world is finally naming the logistical ballet you’ve choreographed for years. It also unlocks language to market your versatility. When you list fractional roles, board seats, and consulting gigs on a résumé, the through-line—leadership, revenue impact, subject-matter depth—becomes the story, not the number of plates you’re spinning. Employers are listening; they’re increasingly hungry for executives who can toggle between strategy sessions, budget dashboards, and creative side ventures without missing a beat.

Perhaps most important, recognizing yourself as a polyworker is a reminder that you’re not alone. The vocabulary may be new, but the community—and the collective expertise—has been here all along, proving that “doing it all” isn’t a burden; it’s a competitive advantage.

The 2025 job market is crowded and competitive: application volumes are at record highs, automated screening filters most résumés before a human sees them, and inactive “ghost” postings still waste candidates’ time. The Second Shift is an amazing tool for job hunting but it should be one tool in your tool box. Here’s some good news: LinkedIn has introduced new transparency features that reveal which roles are current, which employers are responsive, and which postings are verified. The five tips below explain how to use these signals to focus your effort on opportunities that are truly worth pursuing.

1. Give priority to jobs with the Promoted by Hirer label

When a posting carries the “Promoted by hirer” tag, it means the employer paid to surface that job to candidates who match its criteria— a strong hint the role is current and the hiring team is motivated to fill it quickly. These postings are also algorithmically matched to your profile, so your background is already resonating with what the company needs. Treat them as warm leads and tailor your application accordingly.

2. Check Responsive Insights before you click “Apply”

LinkedIn now shows whether a hiring team is actively reviewing applications and how quickly they tend to respond. Listings marked “Actively reviewing” or showing short average response times deserve your energy; they signal a live search rather than a placeholder ad. Focusing on these roles can spare you weeks of waiting and wondering.

3. Look for the blue verification badge

A small checkmark on a job post (or company page) confirms LinkedIn has verified the employer’s identity or the poster’s affiliation. While it doesn’t guarantee you’ll land the job, it does reduce the risk of scams and “ghost” roles—critical peace of mind when you’re already juggling career, family, and everything else.

4. Pair those signals with a high-impact profile

Promoted, verified, and responsive jobs still flow through keyword-driven applicant-tracking systems. Make sure your headline and “About” section echo the titles, core skills, and outcomes that appear in your target postings.

5. Activate your network for a warm introduction

Once you’ve spotted a promising, responsive, or promoted listing, scan the “People” tab to see who in your first- or second-degree network works there. A quick message to a former colleague or fellow alum can transform a cold application into a personal referral, dramatically improving your odds of an interview. Combine that warm intro with the signals above, and you’re no longer competing in a crowded field—you’re running in the fast lane.

Bottom line: The job market may be tough, but LinkedIn’s new transparency tools hand you a smarter playbook. Layer those cues onto a keyword-rich profile and an activated network, and you’ll spend less time chasing dead ends and more time landing interviews that count.

Resumes tell a story—but not always the complete one. Traditional hiring methods often rely heavily on past industry experience, titles, or specific degrees, inadvertently excluding talented individuals who possess highly transferable and valuable skills. This approach disproportionately impacts women who have taken career breaks, pivoted between industries or pursued non-linear career paths.

Studies, including recent findings from Harvard Business Review, show that companies that adopt skills-based hiring benefit significantly, experiencing up to 60% higher employee performance and 90% higher retention. This shift allows companies to tap into a diverse, capable, and largely untapped talent pool.

At The Second Shift, we successfully placed investment bankers into CFO roles at small companies, leveraging their strong financial acumen and strategic insight, even if they lacked traditional CFO experience. Similarly, a brand marketer who built a career in publishing possesses transferable marketing and brand-building skills that make them ideally suited to pivot successfully into roles within industries like beauty despite not having direct experience with CPG marketing.

Embracing skills-based hiring isn’t just inclusive; it’s strategic. Organizations thrive when they recognize talent beyond industry-specific experience. It’s time to redefine “qualified” and hire individuals based on what they can achieve, not just what they’ve already done.

Skills-Based Hiring: Unlocking Hidden Potential

In today’s rapidly changing job market, finding the perfect candidate may feel daunting. Companies traditionally rely on industry experience, familiar job titles, and linear career paths to filter applicants. While seemingly efficient, this conventional approach can inadvertently exclude highly skilled candidates who don’t neatly fit within traditional hiring criteria—especially women who are returning to work after breaks, making career pivots, or entering new industries.

Shifting toward skills-based hiring—focusing on transferable capabilities rather than past titles or specific industry experience—can significantly widen the candidate pool and enhance workforce diversity. According to recent data from LinkedIn’s Future of Recruiting Report, organizations prioritizing skills over pedigree see tangible business benefits, including up to 60% improved employee performance and up to 90% better retention rates.

Why does this approach work? When you focus on skills, you capture what predicts job success: adaptability, critical thinking, problem-solving abilities, communication skills, and resilience. Particularly for mid-career women, whose career trajectories often don’t align perfectly with rigid hiring requirements, a skills-first mindset acknowledges the depth of their expertise, regardless of how and where they acquired it.

This hiring shift also provides substantial business benefits. Skills-based organizations foster more inclusive cultures and diverse teams are consistently proven to deliver greater innovation and financial returns. A McKinsey report highlights that companies with higher gender diversity outperform their less-diverse counterparts financially by 25% or more.

At The Second Shift, we’ve witnessed firsthand how hiring based on transferable skills and potential—not just previous titles—helps companies secure exceptional talent they might otherwise overlook. For example, we successfully placed investment bankers into CFO roles at small companies, leveraging their strong financial acumen and strategic insight, even if they lacked traditional CFO experience. Similarly, a brand marketer who built a career in publishing possesses transferable marketing and brand-building skills that make them ideally suited to pivot successfully into roles within industries like beauty despite not having direct experience with CPG marketing.

Embracing skills-based hiring isn’t just inclusive; it’s strategic. Organizations thrive when they recognize talent beyond industry-specific experience. It’s time to redefine “qualified” and hire individuals based on what they can achieve, not just what they’ve already done. Skills-based hiring is not simply a novel approach—it’s a strategic advantage in building robust, diverse, and high-performing teams.

Bottom Line: When you stop limiting your search to industry experience alone and embrace skills-based hiring, you open doors to new talent, better performance, and more inclusive workplaces.

In recent years, women’s representation in corporate America has seen modest gains. According to McKinsey & Company’s “Women in the Workplace 2024” report, women’s representation at the entry level rose from 45% in 2015 to 48% in 2024, and in manager roles, from 37% to 39% over the same period. However, despite these improvements, women—particularly women of color—remain underrepresented in leadership positions, with only about 30% of C-suite leaders being women.

Lately,  a notable shift has occurred in corporate commitments to diversity, equity, and inclusion (DEI). As recent headlines and surveys reveal – while 65% of companies plan to maintain their DEI budgets in 2025, 8% intend to reduce funding, and 5% have already eliminated their programs. These decisions are influenced by factors such as political climate changes, economic pressures, and challenges in measuring return on investment.

Unfortunately, the reduction in DEI initiatives poses a risk to the progress made in advancing women’s roles in the workplace. Without sustained support, the modest gains achieved over the past decade could stagnate or even reverse, underscoring the need for continued investment in DEI efforts to promote gender equality and inclusivity.

Hiring in 2025 is brimming with exciting opportunities for both members and clients. Here’s what we’re seeing:

• Seasoned Professionals Are In Demand: Companies are increasingly recognizing the value of seasoned, experienced workers. Research shows that teams with a mix of ages and experience levels are more innovative and productive. For members with years of expertise under their belts, this is your time to shine. And for clients, tapping into this talent pool can bring unmatched value and insight to your organization.
• Retention Over Recruitment: With turnover rates stabilizing, companies are doubling down on keeping their best employees happy. Think mentorship programs, upskilling opportunities, and internal mobility—it’s all about investing in people. For members, this means more chances to grow and thrive within your current roles. And for clients, it’s a reminder that building a culture of growth and loyalty can pay off big time.
• Flexibility is the Future: Flexible hiring practices—offering remote, hybrid, or part-time roles—are becoming the gold standard for attracting top talent. This isn’t just about accommodating life’s curveballs; it’s about empowering people to bring their best selves to work. Members, keep an eye out for companies embracing these practices, and clients, don’t miss the chance to stand out by leading with flexibility.

By leaning into these trends, 2025 is shaping up to be a win-win for everyone in the workplace. Let’s make it a year to remember!

Looking for high-level talent to fuel your business growth this year? Let’s connect to discuss how The Second Shift can support your goals.