LinkedIn’s Ryan Roslansky Calls Five-Year Career Plans Obsolete, Urges Focus on Skills and Experience

LinkedIn chief executive Ryan Roslansky said traditional five-year career roadmaps no longer make sense in a labor market reshaped by rapid technological change, advising workers to concentrate instead on acquiring specific skills and practical experience.

Speaking in an interview with content creator Erin McGoff for her YouTube channel AdviceWithErin, Roslansky argued that the pace of innovation makes it unrealistic to predict where any position—or an entire sector—will be half a decade from now. “Charting out what the next five years of your life are going to look like” is no longer feasible, he told McGoff, describing the long-range approach as outdated and unhelpful.

Roslansky’s comments come as artificial intelligence, automation and new workplace tools accelerate changes in job requirements. The CEO, who has led the Microsoft-owned professional networking platform since 2020, said focusing on near-term learning opportunities is a more reliable strategy. By targeting concrete competencies and projects, he noted, professionals can adapt to shifting demands and uncover unexpected career paths.

A non-linear reality

The executive challenged the notion of a straight, pre-planned trajectory that starts with high school, advances to a particular college, progresses through consulting roles and culminates in an MBA. According to Roslansky, only a small share of workers actually follow such a sequence. Accepting that reality, he said, allows individuals to assume full responsibility for shaping their own progress rather than waiting for employers or mentors to outline each step.

Once workers abandon the expectation of a linear ascent, “your career path will open up for you,” Roslansky told McGoff. He emphasized that personal initiative—identifying what to learn next and where to gain that experience—has become central to professional advancement.

Advice for early-career professionals

For those just entering the workforce, Roslansky offered specific guidance:

• Experiment with AI tools. He encouraged young professionals to explore generative AI, whether by assembling a presentation through a chat interface or drafting a marketing message with machine assistance. Familiarity with emerging technologies, he said, will become increasingly valuable as organizations seek efficiencies and new capabilities.
• Retain core “human” skills. While mastering software is essential, Roslansky argued that empathy, sound judgment and clear communication remain critical differentiators. In environments where many colleagues concentrate on technical proficiency, he added, strong interpersonal abilities can set candidates apart.

The CEO’s emphasis on mixed skill sets aligns with broader labor-market research. A 2023 report from the U.S. Bureau of Labor Statistics anticipates that occupations blending technical fluency with interpersonal expertise will see faster-than-average growth over the next decade.

Shorter cycles, broader outlook

Roslansky advised workers of all seniority levels to define goals in shorter intervals, mapping what they hope to learn or accomplish during the coming year rather than plotting an entire quinquennium. By doing so, he said, employees can respond quickly to new opportunities, technologies or market shifts without being constrained by outdated objectives.

Imagem: Microsoft in

LinkedIn’s own data support the argument for agility. The platform’s 2023 Workplace Learning Report found that skills required for many roles have changed by roughly 25% since 2015, and that figure could double by 2027 as automation and AI adoption broaden. Roslansky pointed to those findings as evidence that static planning no longer serves employees or employers effectively.

Implications for hiring and promotion

Employers, noticing the same market volatility, are increasingly prioritizing candidates who demonstrate adaptability. Roslansky suggested that highlighting projects where new competencies were learned quickly can be more persuasive in interviews than presenting a rigid long-term plan. Hiring managers, he noted, want evidence that applicants can handle change and contribute immediately.

Similarly, employees seeking advancement within their current organizations may benefit from showcasing recent training or certifications. Whether it involves mastering a data-visualization tool or leading a cross-functional team, concrete achievements signal readiness for expanded responsibility, Roslansky said.

Shift in mindset

The CEO urged professionals to treat career development as an ongoing cycle of experimentation: select an area to explore, acquire the necessary knowledge, apply it in real projects and then reassess the next step. That iterative approach, he argued, mirrors the way technology startups refine products and strategies, adjusting quickly to feedback and market signals.

Roslansky acknowledged that letting go of a five-year plan can feel unsettling, especially for recent graduates accustomed to structured educational paths. However, he maintained that flexibility offers a more realistic foundation for success in today’s economy. “No one is trying to figure this out for you,” he said. “You have to take care of it yourself.”

Crédito da imagem: Erin McGoff/YouTube