Attract top talent with vertical and horizontal career growth

Career success has traditionally been seen as a straight line upwards. People climb the ladder, work their way up, or rise through the ranks. 

That view no longer reflects how people want to grow. 

Many professionals now value lateral moves as much as progression. These moves build new skills, broaden experience and give clearer direction. For employers, this shift matters. If you want to attract and keep great people, you need to offer room to grow in more than one direction. 

That starts with understanding the value of both vertical and horizontal career growth. 

What does career growth mean today? 

Most in‑demand professionals are looking for long‑term progression. They want to build skills, improve performance, and take on more responsibility over time. 

Our Michael Page Candidate Pulse survey found that 62% of candidates worldwide would consider a new role if it offered more responsibility. This shows ambition is still strong. 

Progression doesn’t always mean promotion. Moving sideways is just as valuable with 26% of respondents saying horizontal growth is a priority. 

Career development is no longer one‑dimensional. Employers who only offer upward progression risk losing people who want to grow in different ways. 

What is vertical career growth? 

Vertical growth follows a traditional model. Employees move into more senior roles with greater responsibility, influence, and accountability. 

This typically involves progressing from a junior role into management, and then leadership. As roles expand, employees take on decision-making responsibility, manage teams, and shape strategy. Promotions usually come with new titles and higher pay. 

When does vertical growth work best? 

Vertical progression works well in structured environments where roles and responsibilities are clearly defined. It works especially well in industries such as: 

• Finance 
• Healthcare 
• Energy 

These environments tend to have clear hierarchies and transparent progression paths. 

What is horizontal career growth? 

Career progression does not have to mean moving up. Moving across can be just as valuable. 

Horizontal growth involves taking on new roles or responsibilities without a promotion or pay increase. It focuses on skill development, exposure, and experience rather than hierarchy. 

This can include: 

• Moving into a different role within the same team or function 
• Working on cross‑functional projects 
• Taking on temporary assignments 
• Joining shadowing or rotation programmes 

Many professionals actively seek this kind of mobility, both within their organization and when considering new roles. 

When does horizontal growth work best? 

Horizontal development is particularly valuable in fast‑moving, skills‑driven environments, such as: 

• Technology 
• Marketing 
• Sales 

In these fields, breadth of experience can be just as important as seniority. 

Vertical growth vs Horizontal growth 

Whether someone moves up or across depends on the individual and the role. Vertical growth often suits those in specialist or technical roles, or those with clear leadership ambitions. It offers: 

• Clear progression 
• Recognition and reward 
• Decision‑making authority 
• Opportunities to lead teams and influence strategy 

Horizontal growth suits those looking to expand their capabilities or explore different areas of a business. It helps employees: 

• Take on new challenges 
• Build and refine skills 
• Grow their internal networks 
• Understand how different parts of the organization operate  
• Keep long‑term career options open 

Both paths matter. Strong organizations make space for both. 

Is there a hybrid approach to career growth? 

A hybrid model is now common, often referred to as the career lattice. 

Instead of a single upward path, employees can move sideways, upwards, or diagonally. Lateral moves build skills and networks, while vertical progression provides direction and structure. 

The Candidate Pulse survey highlights the impact of this. 61% of professionals said a lack of internal mobility would push them to leave an organization. Many feel stuck, not because they lack ambition, but because they cannot see a way forward. 

The lattice model gives employees more flexibility. For organizations, it supports a more engaged and adaptable workforce. 

Enabling growth paths to attract and retain talent 

Without real development opportunities, even the best roles lose their appeal. 

Here’s how organizations can support growth and keep high‑value talent. 

Organizational strategies

Retention starts with clarity. Employees need to understand what progression can look like, in all directions. 

Clear development plans help map next steps, highlight skill gaps, and show realistic paths for both vertical and horizontal growth.  

Upskilling and reskilling programmes also play a key role. They help employees stay relevant and demonstrate long-term investment. 

Recruitment and retention 

Top candidates look for roles that challenge them, but also show how they can grow.  

Combining vertical progression with horizontal opportunities is one of the most effective ways to attract them. Hiring teams should clearly show how roles support business goals and how employees can develop over time. 

When that alignment is clear, professionals are more likely to stay. 

Why vertical and horizontal growth matter 

High‑performing professionals want more than just titles. They want opportunities to learn, move, and adapt. 

The strongest career models reflect that reality. They don’t limit growth to a single direction. Instead, they offer flexibility by design. 

Organizations that support sideways, diagonal, and upward movement are better placed to attract and retain people who will grow alongside the business. 

How Michael Page supports growth‑focused hiring 

Finding the right talent starts with understanding what candidates value. Michael Page works closely with organizations to identify candidates who value progression, development, and long‑term impact. We help businesses build teams by placing both specialist and experienced professionals, supporting growth at every stage. 

Looking to attract and retain the right talent? We’re here to help.