During challenging economic times, companies get creative—and not always in ways that benefit their employees. One growing trend? Quiet hiring. It happens when businesses fill gaps not by bringing in new talent, but by asking more of the people they already have. These employees take on new responsibilities, start leading projects, or cover for roles that were quietly cut, all without a new title or raise.
There are two ways to look at this trend: Is quiet hiring a chance for employees to step up and get noticed, or is it just more work without recognition or reward? Let’s unpack it.
What is quiet hiring?
Quiet hiring happens when companies ask employees to take on more work or new responsibilities, without officially hiring anyone new or giving current team members a promotion or raise. It's like getting a new job without the job title, the pay bump, or even a conversation about it.
This might look like being asked to lead a team after your manager leaves, covering duties for a laid-off coworker, or being “temporarily” moved to a different department because business needs have shifted. You're expected to stretch, but there's no formal acknowledgment of a change.
Quiet hiring isn't the same as traditional internal mobility, where employees apply for new roles or promotions and move up with a clear process and compensation changes. It also differs from development opportunities, which usually come with support and long-term benefits. With quiet hiring, the lines blur—you're doing more, but you might not even know if it's temporary or permanent.
Why quiet hiring becomes more common in challenging economic times
During periods of financial strain, companies are under pressure to reduce spending—but business needs don’t disappear just because budgets shrink. With hiring freezes and layoffs often in play, leaders are tasked with maintaining performance using fewer resources. That’s where quiet hiring comes in.
“Quiet hiring increases during recessions because companies are expected to do more with less,” says career coach Christine Kidder. Instead of bringing in new hires, employers look inward, shifting responsibilities among current employees to fill urgent gaps.
This strategy can feel subtle, even sneaky. New tasks are smoothly handed over, a team member is suddenly leading a project outside their usual scope, someone else is asked to take on a vacant role “temporarily,” without a raise or a change in title. It’s a reshuffling of talent that flies under the radar.
“Leaders reposition high performers to challenge them and give them more opportunity in critical business areas,” Kidder says. And while that might sound like a compliment, it doesn’t always come with formal recognition—just higher expectations.
Quiet quitting vs. quiet hiring: Connections and differences
Quiet hiring is part of a larger workplace trend where unspoken expectations are replacing open conversations. On one side, there’s quiet hiring; on the other, quiet quitting, where employees pull back and stick strictly to their job descriptions, often as a response to burnout or feeling undervalued.
Quiet quitting and quiet hiring are subtle trends, but they speak volumes about what’s going on beneath the surface at work. In both cases, something big is shifting: Employees are protecting their boundaries and companies are reshaping workloads—but no one’s saying it out loud. They also signal a deeper issue. When communication breaks down between workers and employers, trust and engagement often go with it. Instead of mutual growth, it turns into a quiet standoff—and that can create a workplace where no one really knows where they stand.
How to tell if quiet hiring is happening to you
One of the defining traits of quiet hiring is how unspoken it is. You might not get a new job title or raise—or even realize you’ve been “moved”—until you’re already doing the work. So how can you tell if quiet hiring is happening to you?
Watch for changes in your workload
If you’re suddenly being asked to take on new responsibilities—especially outside your usual role—or if a colleague leaves and their work quietly lands on your plate, those are key signs.
Pay attention to how leadership frames these changes
Are they using terms like “stretch opportunity,” “temporary support,” or “developmental experience?” Vague language can be a red flag, especially when there's no clear timeline, goal, or mention of compensation attached.
In such cases, be curious. “Put on your investigative reporter hat,” Kidder says. That means asking thoughtful questions rather than accepting new duties at face value. “Ask why the position/work exists,” she says. “Who was in the role, and why are they leaving? What are the success metrics (KPIs)?”
Quiet hiring thrives in ambiguity, so your job is to bring clarity wherever you can. You’re not being difficult—you’re setting expectations and protecting your long-term growth.
The opportunity side: How to make quiet hiring work for you
While quiet hiring can feel like a stealthy way for employers to shift more work without offering more pay, it can also give you a unique edge. It’s a chance to build new skills, demonstrate your leadership potential, and gain experience in higher-level work—all without the pressure or permanence of a formal promotion. And that kind of visibility can pay off later.
“Quiet hiring makes internal moves possible,” Kidder says. “Many hiring managers prefer to promote or tap someone they already trust.” That means even before these kinds of opportunities surface, you want to be seen as someone who’s ready.
Her advice? Start early. “Be clear on your brand and consistently communicate it through LinkedIn and other ways long before uncertain economic times happen,” she says. It’s about making sure the right people know what you bring to the table.
“Nurture your connections across an organization, paying special attention to your relationships with decision-makers,” Kidder says. “You want to be ahead of the curve, so when an opportunity is forming you are thought of for the role.”
When you do step into new responsibilities, be intentional. Track your accomplishments—what you’ve done, how it impacted the team or company, and what skills you developed. These metrics won’t just help you advocate for a raise or promotion down the line—they’ll strengthen your resume, too.
The downside: When quiet hiring crosses the line
Let’s start with the red flags: If you’ve taken on new responsibilities, but there’s no clear timeline, no end in sight, and no formal recognition, it may be a sign things are headed in the wrong direction. Likewise, if months go by without a raise, bonus, or even a title adjustment, that “stretch opportunity” might be stretching you too thin.
“Lines are crossed when there's little to no transparency,” Kidder says. “If expectations aren’t communicated, if there's no discussion about career pathing or future compensation, or if you're left in limbo, that’s not a stretch assignment—that’s exploitation.”
Vague promises can also be a warning sign. If you’ve been told “We’ll revisit this soon” or “You’re at the top of the list” but nothing changes, it’s worth checking in—and advocating for yourself. And finally, pay attention to how you feel. Burnout, resentment, or a growing sense of being taken for granted aren’t just emotional reactions—they’re clues that something deeper might be off.
How to advocate for yourself if you’re being quietly hired
If you realize you’ve been quietly hired, it doesn’t automatically mean you’re being taken advantage of—but it does mean it’s time to speak up.
Get on the same page early
Set boundaries and get alignment before fully stepping into any new role or task. Don’t assume your extra effort will be recognized down the line unless you’ve discussed what recognition will actually look like. Be specific: Request a development plan and a clear timeline for a compensation review.
Ask direct questions
Ask your manager direct questions about the new responsibilities: Is this a permanent shift? How will success be measured? What’s the timeline for evaluating compensation or promotion? The goal, Kidder says, is to establish a “two-way dialogue—otherwise, there’s not a solid foundation to build on.”
If conversations stall, have a backup plan
If your efforts to get clarity go nowhere, or your feedback is consistently brushed off, it might be time to get strategic. Start documenting everything—from new tasks to performance milestones—and quietly prep your resume. In some cases, it may even be time to seek new opportunities elsewhere.
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Step forward or step too far? It depends on how it’s handled
Quiet hiring isn’t inherently good or bad—it all comes down to how it’s handled. For some employees, it’s a chance to take on new responsibilities, grow skills, and build a case for future promotions (or even other jobs). For others, it’s a sign that the company’s stretching them thin without the recognition or reward to match.
That’s why it’s important to stay aware of what’s happening around you. If your workload is increasing, ask yourself: Is this helping me grow? Is there a path forward? During uncertain times like a recession, it’s even more crucial to track the value you’re bringing and to speak up when expectations feel unclear or unfair. Quiet hiring doesn’t have to be a trap—but it also shouldn’t be a silent sacrifice.