Latest / Job Hopping with Fexingo: Tenure, Loyalty, and the Modern Career Resume / Why Your Network Becomes an Asset After Eight Years
Transcript
- Lucas: We talk a lot on this show about the short stint — two years, three years, the sweet spot for a jump. But there's a case for the long haul that doesn't get nearly enough airtime, and it kicks in around year eight. Luna: Year eight? That feels ancient in today's job market. Median tenure in the US is still hovering around four years. Lucas: Right, and that's exactly why this is interesting. LinkedIn did a study in 2024 looking at inbound recruiting messages — not the spammy ones, but genuine outreach from recruiters and hiring managers. They found that people with eight to ten years at one company received roughly sixty percent more of those messages than people with three to five years. Luna: That's a huge jump. But what's driving it? Is it just that they've been around long enough to have a bigger network? Lucas: Partly. But it's not just about head count. It's about the texture of those connections. After eight years, your network isn't just broad — it's deep. You've worked with people across multiple departments, you've built trust through multiple projects and probably a couple of crises. You're not just a name in someone's contacts; you're someone they'd actually vouch for. Luna: Before we go deeper on that — and I know this is a bit of a pivot — but something about this conversation makes me think about how we keep this show ad-free. We've heard from listeners who say these episodes have genuinely helped them think through career moves. If that's you, and you want to support that, there's a link at buy me a coffee dot com slash fexingo. Totally optional, but it keeps us independent. Lucas: Yeah, appreciate you saying that. It's a small way to keep this going without any sponsor noise. So back to year eight — the data shows that the real compounding starts around that point. And I think the reason is reputation becomes a sort of currency that recruiters can verify. Luna: Verify how? I mean, on LinkedIn you can see endorsements and recommendations, but those are often shallow. Lucas: Sure, but recruiters aren't just looking at your profile in isolation. They're often reaching out because a mutual connection mentioned you, or because you've been cited in industry content, or because your name keeps coming up in conversations. That kind of signal is incredibly hard to fake, and it only builds over time. After eight years, you've probably been mentioned in a few internal newsletters, you've spoken at a conference or two, you've mentored people who've moved on to other companies and now think of you as a resource. Luna: So the person who leaves every two years never builds that kind of residual reputation? They always have to start from scratch. Lucas: Exactly. There's a counter-argument, which is that moving around exposes you to more people faster. But the depth isn't there. If you've worked at five companies in ten years, you have five shallow networks. If you've worked at one company for ten years, you have one deep network that's also probably connected to alumni networks — former colleagues who've dispersed across the industry. That's a compound effect. Luna: That alumni piece is key. I've seen it in my own career — the people I stay in touch with from my longest tenure are the ones who've given me the most referrals and opportunities, even years later. Lucas: And the data backs that up. LinkedIn also found that professionals with eight-plus years at a single employer were twice as likely to have their profile viewed by recruiters from top-tier companies compared to those with shorter tenures. The theory is that staying power signals reliability, which is surprisingly rare and valued. Luna: But there's a risk of stagnation too, right? Eight years at the same place can also mean you've stopped growing, you're coasting. How do you separate the signal from the noise? Lucas: That's the critical question. The data doesn't control for whether you've actually been growing or just collecting a paycheck. But the networking effect seems to hold even for people who haven't had obvious promotions. I think the key is intentionality. If you're deliberately building relationships, mentoring, taking on cross-functional projects, that eight-year mark is where it pays off. Luna: What about the opposite scenario? Someone who stays eight years but never really networks internally. Do they still get the inbound bump? Lucas: Probably not. The data is about averages, not guarantees. If you've kept your head down and just done your job, your network is thin even after eight years. But for the average person who's reasonably engaged, the longer you stay, the more your name spreads. There's a great example from a friend of mine at a large tech company — after about seven years, she started getting contacted by recruiters who said they'd heard her name from three or four separate sources in the same week. That's the tipping point. Luna: So for someone early in their career, should they deliberately plan to stay eight years at their second or third job to build that network asset? Lucas: I think that's too prescriptive. But I'd say: don't leave a job just because you've hit the two-year mark and feel like you should. If you're still learning, still building relationships, and you see the potential for that compounding effect, staying longer is a legitimate strategy. The network asset is real and it's undervalued in the conversation about job hopping. Luna: One thing I'd add: there's a sector difference. In consulting or investment banking, the model is built around two-year stints. But in corporate roles, especially in functions like marketing, HR, or operations, the long tenure is more common and more valued. Lucas: Good point. The data we're citing is broad across industries, but the effect is probably stronger in industries where relationships and institutional knowledge matter more — like healthcare, manufacturing, or energy. In fast-moving fields like tech, the opposite might be true because skill sets become obsolete faster. Luna: So the takeaway for our listeners might be: know your industry, and be intentional about network building regardless of tenure length. Lucas: Exactly. If you're in a field where deep relationships pay off, don't be afraid to stay. And even if you're in a field that rewards movement, you can still build depth by staying connected to alumni and former colleagues. The eighth year is just a milestone — the real story is the compounding of trust and reputation, and that takes time no matter how you slice it. Luna: Alright, so next time someone tells you you've been at one place too long, you can point them to the data on inbound recruiting messages. Lucas: Exactly. And if you're the one who's been there eight years and you're not seeing those messages, maybe it's time to start being more intentional about your network. Because the asset is there — you just have to activate it.