In 2026, career change is more common—and more competitive. Employers still hire “career changers”, but they screen harder for proof because applicant volume is higher. The future of job search is about evidence: showing you can do the target role, not just saying you want it. If you want help choosing a realistic direction, start with a role exploration in the app, then build a CV Profile to see where you’re already strong vs where you need proof.
The biggest career-change mistake is choosing a role that creates a massive credibility gap. In 2026, the winning move is a “closest credible next step”: a role that uses a large share of your current skills but shifts you toward your preferred direction. For example, a retail manager moving to operations, a teacher moving to L&D, or a coordinator moving to project management. Use job ads as your reality check: if 70% of repeated requirements match your experience (or can be proven quickly), you’ve found a viable target.
Career changers get hired when they make the employer’s risk feel small. The fastest way to do that is to translate your experience into target-role language and outcomes. Take each repeated job-ad requirement and ask: “Where have I done something similar?” Then write bullets that show the same skill in your context. Where you’re missing proof, build a small proof asset: a mini project, a case study, a portfolio page, or 3–5 STAR stories. Premium users can accelerate this by using a CV Profile to highlight missing skills/keywords and focus effort.
Career change is won through consistency. Run a weekly loop: (a) collect 10 job ads for your target role, (b) update your keyword checklist, (c) improve one proof asset, (d) apply to a small batch of high-fit roles, and (e) practice interview stories. This compounds quickly because your reminder list (gaps) becomes more accurate, and your assets become reusable. If you want a structured version, use the Career Transition Plan to turn the gap list into weekly missions.
Summary: In 2026, career change in the UK works when you pick a realistic target role, translate your experience into proof-led bullets, and build small proof assets to close gaps. Combine that with a weekly system and your applications become sharper, faster, and more credible over time.
Pick a realistic target role, map transferable skills to job ads, build proof assets, and run a weekly system that compounds.
Not always. Many transitions work through skills + proof (projects, case studies, STAR stories) plus relevant short courses.
It depends on your gap, but most successful transitions are weeks of consistent work—not random applications.
Proof of target-role skills: outcomes, metrics, relevant tools, and examples matching repeated job-ad requirements.
