As artificial intelligence continues to transform industries and redefine skills, career mobility is no longer the exception—it is fast becoming the rule.
That is the message career strategist and executive Ginny Clarke is telling the world in a post that has gained traction on Instagram. Her post challenges long-held assumptions about professional stability and linear career paths.
In a recent video shared on her account (@ginny_clarke), Clarke noted that the average person is expected to change careers—not just jobs—between five and seven times over the course of a lifetime. But with AI accelerating disruption across sectors such as finance, media, healthcare and technology, she argued that this figure is likely to rise.
“Yet most people feel trapped by their résumé,” Clarke said, pointing to a widespread belief that past roles permanently define future opportunities.
According to her, that mindset is increasingly out of step with the realities of a rapidly evolving labor market.
Drawing from her own experience, Clarke said she has changed professional functions four times and moved across four different industry sectors—by choice, not necessity. She credits those transitions not to having a “perfect” background, but to understanding how to identify and communicate transferable skills.
“It’s about leveraging your competencies and telling a compelling story about why you’re the right person, even when you don’t fit the traditional mold,” she said.
Clarke’s comments reflect a broader shift in how employers and workers are approaching careers, particularly as automation and AI reshape job requirements. Analysts say traditional résumés, which often capture narrow experience within a single field, may increasingly give way to skills-based hiring models that prioritize adaptability, problem-solving and cross-functional expertise.
Her message also resonates with workers considering major transitions—whether returning to school, launching a business, or pivoting into a new field altogether.
Clarke cautioned that such moves should be strategic rather than reactive, stressing the importance of frameworks that help individuals assess their skills, motivations and long-term goals.
“This isn’t just theory,” she said. “These are practical questions that help people make intentional career moves, not desperate ones.”
Clarke’s perspective is consistent with a growing consensus among workforce experts: in the age of AI, career resilience may depend less on where someone has been, and more on how effectively they can adapt, reframe their experience and navigate change.
