On Thursday 2nd October 2025, Moloney Search welcomed Professor Matthew Bidwell, Professor of Management at Wharton University, for a fascinating discussion with Dr. Curly Moloney on the realities of career paths in today’s labour market. The virtual event brought together around 35 attendees on Microsoft Teams and offered an in-depth exploration of how careers are evolving and what this means for both individuals and organisations.
Introducing Professor Matthew Bidwell
The session began with an introduction to Professor Bidwell’s remarkable background. With degrees from Oxford and MIT, an early career at McKinsey, and academic posts at INSEAD before joining Wharton, he brings a wealth of experience and scholarship. Professor Bidwell is widely recognised for his research on careers, hiring practices, and employment patterns, and has won numerous awards for both his teaching and his writing. He is currently finalising his forthcoming book, The Insider Advantage, which explores how people build successful careers inside organisations.
Rethinking Career Mobility
One of the key themes of the conversation was the myth of hyper-mobility. Contrary to the popular narrative that careers are becoming increasingly unstable, Professor Bidwell shared data showing that average tenure at firms has actually risen slightly since 1998. He highlighted that while gig work is often discussed in the media, it remains a very small portion of the labour market.
Professor Bidwell also drew on his research into the careers of Fortune 100 senior executives, noting that most have worked at just three employers and spent an average of 13 years at their current organisation – evidence that long-term, internally developed careers remain central to professional success.
Internal vs. External Career Moves
A lively part of the discussion focused on the challenges of external hires compared to internal promotions. Professor Bidwell shared findings that external hires often take about three years to match the performance of internally promoted employees.
He acknowledged the importance of cultural integration and strong onboarding for those moving into new organisations, stressing that success is not just about skills but also about how well professionals adapt to new ways of working.
Navigating Structured and Flexible Career Paths
Attendees were also intrigued by Professor Bidwell’s reflections on the balance between structured career paths and more flexible, free-flowing approaches. He noted that over the past 15 years, many companies have shifted back toward internal development, though informal networks still play a big role in career mobility. Helping employees understand their career options and pathways within organisations remains a challenge for many employers.
The Graduate Pipeline and “Limpet Careers”
When asked about hiring graduates versus experienced candidates, Professor Bidwell shared that early career hiring is highly concentrated, with a few companies taking the majority of graduates. He explained the advantages of graduate hiring – such as lower costs and early access to top talent – and introduced the idea of “limpet careers,” where people often experiment with job-hopping in their 20s before finding a stable organisation in which to grow.
AI, Skills, and Future-Proofing Careers
The conversation naturally turned to the role of artificial intelligence in shaping careers. Professor Bidwell noted that while the long-term impacts are uncertain, professionals should prepare through scenario planning and small, strategic investments in learning.
He also offered a balanced perspective on the skills debate – emphasising that while new skills are important, deep knowledge of business processes and stability in roles are equally valuable. His advice for both professionals and organisations: embrace adaptability, remain open to change, and combine execution of the fundamentals with an eye on the future.
Closing Thoughts
The session concluded with thoughtful reflections on how to future-proof careers and talent pipelines. Professor Bidwell urged individuals to seek new roles periodically to show adaptability, while encouraging organisations to embrace experimentation and scenario planning.
Participants left with a wealth of practical insights, and the lively Q&A demonstrated just how relevant these issues are in today’s uncertain labour market.