One of the most common concerns candidates raise with us is whether they have changed jobs too often—or stayed in the same role for too long.
There is no universal answer. Career progression depends on the individual, the role, the organisation and the opportunities available. However, the timing of a move can influence how employers interpret a CV and how quickly a professional continues to develop.
Frequent moves may demonstrate ambition, adaptability and broad experience. Equally, they may raise questions about commitment or retention. Remaining in one role for a long time can show loyalty and depth of knowledge, but it may also suggest that development has slowed.
The better question is not simply, “How long should I stay?” It is:
“Am I still learning, progressing and adding value?”
Michael Bleasby, Senior Recruitment Consultant at Maxwell Stephens, asked our professional network:
How often should you change jobs to continue developing?
More than 450 people responded, with the clearest preference being that professionals should typically remain in a role for between three and five years before considering a move.
This timeframe may provide enough opportunity to understand the organisation, deliver meaningful results and develop professionally without allowing the learning curve to flatten completely.
However, the responses also highlighted that career decisions should never be based on time alone.
Changing roles can help professionals gain exposure to:
For Facilities Management professionals, moving between organisations may provide experience of commercial offices, education, healthcare, retail, manufacturing or public-sector environments.
This breadth can strengthen adaptability and make someone more competitive for senior roles.
As one respondent observed, hiring managers should be careful not to dismiss candidates before understanding the reasons behind their moves. A varied employment history may reflect deliberate career development rather than instability.
A series of short roles without clear progression may still raise questions.
Employers may want to understand:
Changing jobs regularly is easier to explain when each move demonstrates a clear purpose, such as:
The issue is not the number of moves alone. It is whether the overall career story makes sense.
Remaining with one organisation can also provide valuable development.
Longer service may allow professionals to:
Some achievements take several years to deliver. A large refurbishment, contract mobilisation or sustainability programme may require long-term ownership before the full results become visible.
Staying can therefore be the right decision when the role continues to provide challenge, recognition and progression.
Length of service becomes a concern when development has stopped.
Ask yourself:
If the answer to most of these questions is no, remaining purely for security may eventually limit your career.
One network respondent argued that professionals should consider moving when the learning curve begins to flatten. That point may arrive after two years for one person and six years for another.
Career decisions are not made in isolation.
People may stay longer because of:
Others may prioritise challenge, variety or rapid progression.
Neither approach is automatically right or wrong. The best decision is the one that aligns with your professional ambitions and personal circumstances.
Hiring managers sometimes favour candidates whose career choices resemble their own. Someone who has spent ten years with one employer may naturally feel more comfortable with applicants who have followed a similar path.
However, this can create unnecessary bias.
A CV should be used as the starting point for discussion, not the final verdict. Employers should establish the facts behind each move and assess the experience, achievements and motivation gained along the way.
When discussing your employment history, focus on:
Keep the explanation positive and avoid criticising former employers.
A strong career narrative can transform what appears to be frequent movement into evidence of ambition and purposeful development.
Three to five years may be a useful general benchmark, but it should not become a rigid rule.
The right time to move is when your current role no longer provides the challenge, development or progression needed to support your goals—and when the next opportunity offers a meaningful step forward.
A strong career is not defined by staying or moving. It is defined by continued learning, measurable achievement and decisions made with purpose.
Have a look at what we're currently Recruiting in Facilities Management to get a sense of where the market is right now.
