Career paths today look more like winding trails than straight ladders. Twists, pauses, and recalibrations are now the norm, not the exception and simply reflect the ebb and flow of modern life.

Though career detours have always existed, the pandemic shone a spotlight on them, normalising what was once considered unconventional.

For decades, gaps in a CV were treated like red flags, a cause for concern rather than conversation. But that mindset is out of step with today’s realities.

Many of those so-called gaps are, in fact, proof of life unfolding: people caring for others, reflecting on their direction, investing in personal growth, or responding to circumstances beyond their control. And yet, even as the world changes, some hiring practices remain stuck in the past.

It’s time for a reset.

The myth of the seamless CV

The traditional career ideal is that of climbing a single corporate ladder, rung by rung, without faltering. But it has long since lost its lustre.

Today’s professionals are choosing purpose over predictability, opting for careers that align with their values, offer flexibility, and accommodate the full spectrum of their lives.

Dubbed “The Great Renegotiation,” this shift has seen people switch sectors, launch businesses, take sabbaticals, or step back to care for family or themselves. According to McKinsey, 78% of employees are unsure whether they can navigate traditional career structures, while 86% of employers doubt these frameworks still serve their evolving needs.

The linear career model is cracking. In its place, professionals are sketching out more dynamic, personal maps.

A continuous work history may suggest steadiness, but it doesn’t guarantee substance. Many of the most insightful, resilient employees are those who have taken the scenic route; those who have faced life head-on, made tough choices, and come back with broader perspectives.

Career coach Kalyan Vara Prasad T puts it plainly:

There is no law of the land that says a career gap is a sin. Life is unpredictable, and sometimes stepping away from work is necessary.”

He adds: “When interviewing candidates, recruiters should focus on their skills, experience, and potential rather than treating a career gap as a red flag … It’s better to have a conversation that acknowledges that life happens, and that’s okay.”

Such time away – whether for caregiving, personal health, study, or travel – can enrich someone far beyond what any job title can do. It’s not a sign of failure, but often of courage and clarity. Ignoring this context does candidates and companies a disservice.

Post-COVID clarity: Why context matters

The pandemic flipped the world on its head. Roles vanished, industries stumbled, and millions had to hit pause, often involuntarily. To look at gaps from this era and judge them through a pre-COVID lens is to ignore one of the most profound global resets in living memory.

These pauses are not blemishes. They are footprints from a time when the world changed course. How someone responded to that moment – whether they used the time to upskill, reflect, or support others – often tells a richer story than any uninterrupted employment record could.

Many candidates now openly address their breaks in cover letters or interviews. Doing so demonstrates accountability, emotional intelligence, and self-awareness. These are not shortcomings but strengths.

In fact, gaps are frequently filled with informal but invaluable learning. Freelance projects, online courses, volunteering, and entrepreneurial ventures may not sit neatly on a CV, but they show initiative and adaptability, which are qualities in high demand across today’s business landscape.

Ironically, the pressure to maintain a squeaky-clean résumé leads some to stretch dates or omit jobs altogether. 

A lack of transparency often raises more red flags than a well-explained break.

As hiring leaders, we must ask: are we fostering honesty, or punishing it?

A single gap doesn’t define a career

A career break explained with thought and context shouldn’t outweigh years of experience or meaningful contributions. The real question is: what came after? Did the person return stronger, with new insight or energy?

Patterns and progression are more telling than isolated pauses.

Instead of fixating on continuity, hiring managers should ask: Can this person do the job? Do their values align with ours? Do they bring fresh thinking that could enrich our team?

Increasingly, gig roles, sabbaticals, and portfolio careers are not fringe exceptions but they’re becoming the norm. They signal self-direction, curiosity, and courage.

A gap in employment is no more a disqualifier than a detour on a road trip. Sometimes, it’s the detours that offer the best views.

As progressive recruiters are fond of saying: not all great candidates walk a straight line. Often, it’s the winding paths – the setbacks, the sabbaticals, the pivots – that forge the most self-aware, adaptable professionals.

8 practical strategies for hiring with a modern lens

1. Normalise career breaks in your language and policies

Send a clear signal in job ads and screening processes that gaps aren’t deal-breakers. Phrases like, “We value diverse career journeys,” help candidates feel safe to be open.

2. Focus on the why, not just the when

Dig into the reasons behind a gap. Was it for caregiving, study, reflection, or personal development? These choices often reflect emotional maturity, empathy, or resilience.

3. Ask about what was gained during the break

Explore how candidates used their time – certifications, side projects, consulting gigs, or volunteering can speak volumes about initiative and long-term vision.

4. Be curious, not critical

Frame interview questions supportively. Instead of, “Why weren’t you working?” try, “What were you focused on during that period, and what did you take away from it?”

5. Watch out for bias towards ‘linear’ careers

The notion that continuous employment equals reliability is outdated. Gaps, especially post-pandemic, often reflect real challenges, not lack of ambition.

6. Hire for current readiness

What matters is whether the candidate can hit the ground running today. Present capabilities, cultural fit, and motivation trump past continuity.

7. Create a culture of transparency

Let candidates know honesty is welcomed. By fostering openness, you attract people with integrity and self-awareness – essential traits for high-performing teams.

8. Value soft skills gained off the clock

Time away often builds skills that don’t show up on paper: empathy, time management, problem-solving. These are the subtle, human qualities that help teams thrive.

It’s time to stop treating career gaps like broken links in a chain. In today’s working world, they’re often signs of reflection, growth, and resilience.

The strongest professionals aren’t always the ones who have kept moving but often the ones who knew when to pause, pivot, and return with purpose.

For hiring leaders ready to embrace the full story behind the CV, there’s a deeper, richer talent pool waiting just beyond the usual filters.