The Death of the Multi-CV Era: Who Really Benefits?

I spoke with a lady today and it got me thinking about the Death of the Multi-CV Era. She currently holds a dual role as an Executive Assistant (EA) and Assistant Project Manager (PM). She is very talented and ready to step fully into project management and run her own projects. The problem? There are no opportunities where she works, so she needs to look elsewhere. Fair enough.

A few years ago, she would have had a second CV that highlighted only her PM skills and experience. If she could present herself as a pure PM candidate on paper, I have no doubt she’d be landing interviews—and getting snapped up fast. But instead, she’s facing rejection after rejection. And I can see why.

Hiring managers will naturally gravitate toward candidates whose experience appears more directly aligned with their perceived needs. The EA element in her profile, instead of being seen as a valuable addition, is likely perceived as a dilution of her PM expertise.

Not long ago, super-talented people like her had multiple CVs, each emphasising a different skill set depending on the opportunity. These candidates were adaptable, very capable, and often brought unexpected value to their employers—sometimes skills and insights the company didn’t even realise they needed until they had them.

However, the shift from tailored CVs to a single LinkedIn profile has fundamentally changed job searching and hiring. Some argue this march toward a standardised talent pool is a good thing—but for whom?

The Old Way: Multiple CVs for Multiple Opportunities

• Job seekers could easily tailor their CVs to highlight different skill sets for different roles.
• Made it easier to emphasise transferable skills across industries.
• Companies benefited from hiring versatile employees who could do more than just the job at hand.
• Professionals had more control over their career trajectory, accelerating their growth.

The LinkedIn Effect: One Profile, One Story

• Forces job seekers to present a single, all-encompassing professional identity.
• Less flexibility—employers see the same version of you for every opportunity.
• Encourages a linear career path.

What Companies Have Lost

• Fewer of these multi-skilled, adaptable people are available (Or they are hidden behind a wall of standardised magnolia)
• Less visibility into the full range of a candidate’s capabilities.
• More “on-paper” hiring decisions, meaning strong candidates are overlooked.

What Companies Have Gained

• Easier access to a standardized talent pool (though whether this is a good thing is debatable).
• More consistency and transparency in hiring decisions.

What Job Seekers Have Lost

• The ability to strategically shape their profile for different opportunities.
• More difficulty in breaking into new industries without the relevant experience being front and centre.
• Slower career progression due to a more rigid and linear job market.

What Job Seekers Have Gained

• The ability to build a strong personal brand
• Networking opportunities that a traditional CV could never provide.

The Verdict

Some will say that we have to adapt to this new hiring landscape. But I question whether this push toward standardisation is truly beneficial in the long run—for companies or job seekers. A system that favours neat, predictable career paths over diverse and adaptable talent might not serve us well in the future.