Beyond the CV: Rethinking red flags in the search for top talent

Career breaks. Job hopping. A zig-zagging path across industries.

For years, these were considered red flags on a CV that told hiring managers that these candidates had commitment issues. However, in today’s talent market, those assumptions are not just outdated, they’re holding you back.

What if those so-called red flags are actually positive signals?

People who change roles more often tend to adapt faster and bring cross-industry insight, while career breaks can signal resilience, intentionality and self-awareness.

This article challenges the idea that great candidates come wrapped in tidy, traditional CVs. You’ll learn:

• Why ‘job hoppers’ might be your most valuable hires.
• What career breaks really say about a person.
• How to read between the lines on unconventional paths.
• The five questions to ask when a CV gives you pause.

It's time to look beyond the CV and start hiring for what really matters.

The problem with traditional red flags

Hiring bias doesn’t always come from bad intentions. It often stems from outdated ideas of what a “good” CV looks like.

Red flags include: 

• Short stints at multiple companies.
• Time out of work.
• Lack of formal experience in your industry.
• A sideways or unconventional career path.

These cues were once used to predict stability, competence, or commitment. But times have changed, and so has talent.

According to LinkedIn, 62% of professionals have taken a career break at some point, and 40% of workers globally say they’re actively considering a career change in the next year, a figure which rises to 49% among under 30s.

Companies that cling to linear hiring models risk missing out on the majority of skilled candidates.

Red flags aren’t always a sign of poor fit, they’re often just signs of a different path. That path could bring exactly the perspective and resilience your team needs.

Why job hoppers might be your best hires

Job hopping is still seen as a negative by many hiring teams. The assumption is that short stints suggest a lack of loyalty, focus, or follow-through.

But that’s not always the case, especially in startups, where agility and learning speed matter more than time served.

Research from revelio labs found that the number of jobs per year in the workforce has steadily declined between generations. 

While Baby Boomers worked at an average of 3.6 companies during their 27.1 years of post-21 employment, Gen Z has already clocked 2.7 companies in just 2.8 years.

Job hopping is becoming the new reality, so it’s important to understand the reasons, and look at the positives it brings. 

People who’ve made multiple moves often bring exposure to diverse industries, tools and cultures, they’re adaptable as they’ve had to learn quickly, and they have a clearer sense of what they want. 

“In fast-changing environments, someone who’s had to adapt repeatedly may be better equipped than someone who’s stayed in one place too long.” - Laszlo Bock, former SVP of People Operations, Google 

What a career break really says about a person

Career gaps tend to trigger caution, but let’s not make assumptions. 

A break might mean candidates were raising a family, caring for someone, or looking after their mental health.

They may have been pursuing a personal project, side hustle, retraining, or perhaps taking time to reassess what they want from their career. 

These choices don’t make someone a weaker candidate. If anything, they show self-awareness, resilience, and long-term thinking.

“Taking time off shouldn't be a penalty. Those experiences can give candidates a unique perspective that benefits your company.” - Leela Srinivasan, CEO, Parity.org 

The rise of non-linear career paths

People don’t follow straight lines anymore, and that’s a good thing.

A non-linear career might span:

• Different functions (e.g. sales > ops > product).
• Different sectors (e.g. finance > charity > tech).
• Side hustles, gig work or self-employment.

These paths build cross-functional skills and unconventional problem-solving ability.

Look at Whitney Wolfe Herd, who started in marketing, co-founded Tinder, and went on to launch Bumble. Or Arlan Hamilton, who worked in music production before founding a VC firm focused on underrepresented founders.

The data shows that skills beat experience in many cases. For example, Deloitte found that skills-based organisations are 107% more likely to place talent effectively, regardless of job title or linear experience. 

What to ask when a CV raises a red flag

Instead of writing someone off, dig deeper. 

There are better questions to ask when something on a CV catches your eye:

• What did you learn during this period?
• What prompted the move from X to Y?
• How did you make decisions about career shifts?
• Can you share a project you’re proud of from that role?
• What drew you to apply for this opportunity now?

These questions reveal motivation, self-awareness, and growth, all of which are more useful than assumptions based on job titles or dates.

“We don’t need more cookie-cutter résumés. We need people who think differently.” - Patty McCord, former Chief Talent Officer, Netflix 

Red flags are in the eye of the beholder

It’s time to stop judging talent by outdated standards. In today’s world of hybrid work, flexible paths, and rising mid-career switchers, a linear CV is no longer the gold standard.

Remember that so-called red flags often mask valuable traits, such as  adaptability, resilience, and curiosity. 

If you want a more inclusive and more effective hiring process, start by rethinking what signals matter.

Revisit your CV screening criteria. What are you filtering out by default? And what might you be missing?