40% of Brazilians want to change their position or company in the next six months, LinkedIn report says

LinkedIn, the largest professional social network in the world, has just launched a new edition of the Workforce Report, a study conducted with more than 2 thousand Brazilian professionals to analyze the current scenario of the labor market 40% of Brazilians want to change their position or company in the next six months, a sign of career revaluation in the face of rapid changes in the market, the change in company priorities and the advancement of new technologies. 

The report points out that internal mobility is consolidating itself as a trend: among professionals who want some change in the next six months, the, most intend to take on a new role within the current company. In 2023, only 2% expressed intention to change their function internally; in 2024, this number reached 27% and, this year, remained at a high level, reaching 22%, a sign that internal movement remains a relevant strategy for career development.

“We are following a maturation in the way (the) professionals see their career. Many(as) have bet on the transition of positions as a way to anticipate the demands of the new market. Internal mobility, which was previously seen as an exception, begins to consolidate as a development strategy. This movement reflects not only the desire for change, but also the perception that it is possible to grow within the company itself, provided that there is room for new functions and opportunities to acquire skills”, says Guilherme Odri, editor-chief of LinkedIn News Brazil. 

Despite the strong intention for change, the professional transition remains challenging.The report shows that more than half of people looking for a new job have been on this journey for more than six months ^^^^^ 29% of cases, demand extends for more than one year. This scenario reflects an unbalanced labor market: in Brazil, there is only one vacancy available for every ten candidates, according to platform data, indicating a significant asymmetry between the supply of jobs and the demand for work.

In response, the effort for adaptation grows. Data from the LinkedIn platform shows that there was a increase of more than 40% in the amount of skills added to profiles of Brazilian professionals(as) in the last year. For many, this movement is directly linked to the opening to explore new possibilities: 64% state that they would be willing (as) to migrate to a different sector than the one in which they operate today. 

“When we see such a significant leap in the addition of training in the network, we are facing an important sign. It is not just about updating the profile, but seeking repositioning and preparation to deal with a market in constant transformation”, says Odri. “At the same time, we need to help people be more strategic in how they hire and are hired, including in the way we advertise a vacancy. Today, we already know that 36% (as) professionals report difficulty even assessing whether an opportunity is compatible with their qualifications”.

The willingness to change roles, migrate between sectors and invest in the development of new skills shows that mobility, whether internal or between industries, is consolidating itself as a strategy for adaptation and growth. For companies and talents, understanding this movement is essential: it guides decisions more connected to the current dynamics of work and contributes to more resilient and aligned trajectories for the future.