Research Reveals Job-Hopping is Key to Becoming a CEO
Here’s the Quickest Way to Become a CEO, According to Research on 50,000 Executives

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A recent study by the National Bureau of Economic Research indicates that aspiring CEOs are increasingly favoring job-hopping over long-term loyalty to a single company. The average age of newly appointed CEOs has also increased from 47 in 2000 to 55 in 2023, reflecting a trend towards more experienced leadership.
- 01The study analyzed over 50,000 U.S. CEOs, highlighting a shift towards diverse career paths.
- 02Future CEOs now spend approximately 10 more years gaining experience at different companies before landing their top roles.
- 03Job-hopping has become a common strategy among CEO hopefuls, contrasting with the traditional notion of company loyalty.
- 04The average age of new CEOs has increased significantly, indicating a preference for seasoned leaders.
- 05Data from the U.S. Bureau of Labor Statistics shows that typical job tenure for American workers has decreased to 3.9 years.
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A working paper from the National Bureau of Economic Research (NBER) reveals that job-hopping is becoming the preferred route for aspiring CEOs, replacing the traditional model of loyalty to a single company. The research, which examined over 50,000 U.S. CEOs, found that future CEOs are now spending about 10 more years at various companies before securing their top positions. This shift indicates that today's executives are building more diverse careers, acquiring a broader skill set across different sectors before taking on the CEO role. Additionally, the average age of newly appointed CEOs has risen from 47 years in 2000 to 55 years in 2023, as companies increasingly favor experienced leaders who can offer strategic flexibility. The trend towards job-hopping reflects broader changes in workforce behavior, with the U.S. Bureau of Labor Statistics noting that the average job tenure for American workers has fallen to 3.9 years, the shortest since 2002. This suggests that younger generations are not uniquely disloyal but are following a similar pattern to previous generations early in their careers.
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This trend may influence how companies approach hiring and leadership development, potentially affecting job stability and career progression for aspiring executives.
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