LinkedIn CEO Ryan Roslansky declared that maintaining a five-year career plan is outdated in the current job market. He described such plans as a little bit foolish given the rapid pace of technological and labor market changes.
Roslansky made these comments during a recent episode of the “No One Knows What They’re Doing” podcast. “You’ll hear people frequently say, ‘Hey, you have to have a five-year plan, like, chart out what the next five years of your life are going to look like, and then follow that path and follow that plan,’” he said. “And in reality, when you know technology and the labor market and everything is moving beneath you, I think having a five-year plan is a little bit foolish.”
As CEO of LinkedIn since 2020, Roslansky has observed numerous career trajectories on the platform. These include shifts driven by the COVID-19 pandemic, changing administrations, widespread layoffs, tariffs, inflation, and other disruptions. He highlighted the introduction of artificial intelligence as the most significant recent change affecting the workplace.
The World Economic Forum’s data aligns with Roslansky’s view. It projects that roughly 39 percent of core skills required in the workforce will transform or become obsolete by 2030. This underscores the need for workers to remain adaptable in their career planning.
Roslansky recommended that professionals shift to shorter-term goals. “I would much recommend people focus on maybe the next few months and a couple of things that aren’t a plan, but [rather] what do you want to learn? What type of experiences do you want to get? That’s, I think, the right mental model in this environment,” he stated.
Not all experts agree. Mary McNevin, a talent management executive, supports five-year plans. She told Arielle Executive that career growth does not happen by accident and that structured planning aids in achieving objectives. “Five-year plans also give you the flexibility to change what’s no longer relevant to your long-term goals, without derailing your progress,” McNevin said. “This way, you’re always working toward what you truly want to achieve.”
Roslansky hosts his own podcast, The Path, which examines non-linear career paths. He noted that many people assume careers follow a straight line, such as graduating high school, attending a specific college, becoming a consultant, and then earning an MBA. However, data from LinkedIn and other sources show otherwise.
A report from TAFE Gippsland, a vocational and education provider, indicates that individuals experience an average of three to seven career changes and 16 job changes over their lifetimes. This reflects the reality of varied professional journeys.
Generational trends amplify this pattern. A Randstad report found that Generation Z workers change jobs every 1.1 years on average. Randstad describes this as “growth-hunting” rather than job-hopping, as these workers often leave roles due to limited progression opportunities.
Roslansky emphasized the benefits of focusing on incremental steps. “If you focus on those shorter steps, gaining learning, gaining experience, a lot of your career path will open up for you,” he said. “And the sooner you realize that, you can take your own career into your own hands. No one is trying to figure this out for you.”
These insights come amid ongoing transformations in the job market. LinkedIn, under Roslansky’s leadership, continues to track user data on career movements, providing a broad view of employment trends.
The discussion ties into broader conversations about workplace evolution. The Fortune Workplace Innovation Summit, set for May 19–20, 2026, in Atlanta, will address related topics. Leaders there will explore how AI, humanity, and strategy intersect to shape the future of work.
Roslansky’s perspective challenges traditional career advice, which often promotes long-term mapping as essential for setting targets and advancing professionally. His stance reflects observations from LinkedIn’s vast user base, where pandemic-era shifts accelerated existing trends toward flexibility.
AI’s role stands out as a key driver. Its integration into workplaces demands continuous skill updates, making rigid five-year projections less practical. The 39 percent skills transformation figure from the World Economic Forum quantifies this urgency.
Short-term focus offers practical benefits, according to Roslansky. Prioritizing learning and experiences in the coming months allows professionals to adapt as opportunities emerge organically.
Opposing views, like McNevin’s, stress planning’s value in maintaining direction. Five-year frameworks provide milestones and adaptability, ensuring steady progress toward personal objectives.
The Path podcast delves into real-world examples of circuitous careers, countering the linear path myth. TAFE Gippsland’s lifetime averages—three to seven career pivots and 16 job switches—illustrate commonality.
Gen Z’s rapid job changes, per Randstad, signal a cultural shift. Every 1.1 years marks a pace driven by growth pursuits, influencing broader labor dynamics.
Roslansky’s advice empowers individuals to steer their trajectories proactively through targeted, near-term actions.
