Recruiting of Portfolio Profiles: Opportunity for Talent Acquisition

Work is evolving rapidly. Digitalization, shifting lifestyles, talent shortages, and demand for flexibility are sidelining traditional careers. Portfolio careers are on the rise amid this change.

To navigate this shifting landscape, talent acquisition teams must ask: What does the portfolio career model mean for our work? What opportunities and risks come with candidates who have these kinds of résumés? Most importantly, how can we persuade business stakeholders to recognize the potential value in these profiles?

With these questions in mind, it's important to first clarify: What does a “portfolio career” mean for recruiting?

A portfolio career describes a model in which people combine multiple professional roles, projects, and income streams—either in parallel or sequentially. Instead of following a linear path within one company, portfolio professionals mix part-time employment, consulting assignments, teaching, freelance work, or entrepreneurial projects.

Portfolio careers, once a last resort, are now a deliberate choice—driven by flexibility, autonomy, and variety. For recruiters, this means the classic résumé is losing ground.

Understanding the model is one part; the next is its significance. Why should recruiters take portfolio profiles seriously?

• Expanded talent pool: Portfolio professionals diversify candidate options.

• New employer expectations: They drive flexible work models and show their success.

• Signal of societal change: These candidates reflect trends such as purpose-seeking and work-life balance, particularly among younger generations.

Beyond changes to the candidate pool, what opportunities do portfolio profiles offer companies themselves?

• Specialized expertise: Many portfolio candidates bring deep knowledge in niche areas.

• Increased innovation: Varied industry and project experience injects fresh perspectives into teams, fostering a dynamic environment.

• Flexible hiring: Fill roles temporarily, project-based, or part-time.

Of course, embracing portfolio talent also comes with challenges. What risks and hurdles exist when recruiting portfolio candidates?

• Hiring manager skepticism: Unconventional résumés may seem disorganized.

• More complex evaluation: Skills and experiences can be harder to categorize.

• Rigid structures: HR and pay systems often favor full-time models.

In response to these concerns, talent acquisition teams must proactively address stakeholder skepticism. How can TA teams convince stakeholders to consider portfolio profiles?

• Facts over gut feeling: Utilize studies and real-world examples to demonstrate that diverse profiles lead to stronger teams.

• Build a business case: Stress economic benefits—flexibility, skills, lower risk.

• Recruitment storytelling: Draw the résumé's red thread, not its “gaps.”

To assess portfolio talent effectively, recruiters will need new competencies. Which new skills do recruiters need to handle portfolio profiles?

• Skill mapping: Spot transferable skills beyond job titles or steps.

• Advisory skills: Guide hiring managers on unconventional candidates.

• Tech-savviness: Use skill-matching and parsing tools to reveal strengths.

• Diversity competence: Recognize diverse backgrounds and cultures.

With these skills in mind, the process itself may need to adapt. How should the selection process be adapted for portfolio candidates?

• Rethink interviews: Focus on questions that highlight experiences and competencies, rather than just the most recent role.

• Broaden criteria: Value projects, tools, and achievements.

• Offer pilot projects: Short-term assignments can help alleviate skepticism before committing to a long-term commitment.

• Structured onboarding: Clarify roles, expectations, and touchpoints to prevent confusion and ensure a smooth onboarding process.

Looking to the future, what does all this mean for TA teams in the long run?

Portfolio careers reflect broader trends toward individual, diverse career paths. For recruiters, this means customization will matter more than standard processes.

• Consulting: Recruiters must bridge the gap between candidates and hiring managers.

• Organizational flexibility: Companies should prioritize projects and skills over rigid job descriptions.

Portfolio profiles as a competitive advantage

Portfolio careers are here to stay. For talent acquisition teams, this means:

• Recognize profile diversity and clearly communicate value.

• Build skills to fairly assess unconventional résumés.

• Show stakeholders it's about unique value, not résumé “gaps.”

Now is the time for talent acquisition teams to act. Start championing the value of portfolio profiles, invest in the skills needed to evaluate and advocate for these professionals, and encourage your organization to adapt its talent strategies. The opportunity to lead in innovation and talent attraction is within your grasp—seize it and be proactive in making portfolio profiles a competitive advantage for your company.