The Stacker: What If This New Profile Actually Changes the Job Market?

64% of Gen Z believes that multiple income streams = financial security.

Not a wish. Not a creative dream. A conviction. A strategy.

And while companies are still thinking about traditional full-time employment, a new generation of workers is completely rewriting the rules. They call themselves stackers. And they might just become the norm instead of the exception.

So here's the thing: what does this really mean? Are we witnessing a fundamental shift in how work itself operates, or just a temporary adaptation to survive rising costs?

The Numbers Don't Lie

Let's start with what's factual. Data is coming from everywhere, and it's all saying the same thing:

30% of young people in Europe already combine a main job + a side hustle. Not dreamers. People actually working on two or three projects simultaneously.

45% of Gen Z have a side hustle — and 37% have more than one. Read that again: more than one. These people aren't doing a little project on weekends. They're building an income portfolio.

2.4 million French workers were holding multiple jobs in 2022. In France. In a country where the permanent contract was supposed to be the norm. That's not marginal. That's systemic.

Gen Z stays an average of 1.1 years in a position, versus 3 years for previous generations. Not 6 months. One year. Then they move on.

What does this tell us? That people aren't building linear careers at a single employer anymore. They're building a portfolio of skills, income streams, and projects. Like an investor managing their assets.

Why Is This Happening Now?

Two main reasons, and they're simple to understand:

First, the cost of living has exploded. A single salary isn't enough for most people anymore. In France, 22% of Gen Z would take a parallel job just to make ends meet. It's not luxury. It's survival.

But here's the thing. It's not just about money.

Second reason: the traditional career path doesn't make sense anymore. Diploma → permanent contract → retirement. That logic made sense when the market was stable (30 years ago). But in a world where jobs change, where AI redefines professions every year, where companies can lay you off tomorrow without reason... why would you give your loyalty to a single employer?

55% of Gen Z believe traditional jobs will become obsolete. That's a majority. Not a minority. And honestly, when you see massive layoffs and constant restructuring, it's hard to argue with them.

So the stacker isn't a rebel. They're someone being rational, looking at reality, and saying: "Okay, I'm adapting."

What This Changes For Companies (Spoiler: It's Serious)

If we extrapolate a bit, several questions become urgent for HR directors and leadership.

How do you measure engagement if someone is only with you for 18 months? Can you still talk about internal careers? Succession planning? Company culture when your team is constantly changing?

Availability becomes negotiated, not guaranteed. A stacker takes the job, but not on any terms. Not with any demand. They have other priorities. Other projects.

Loyalty is no longer automatic. Before, you hired someone and could expect 5, 10 years of commitment. Now? One and a half years. End of story.

But — and this is important — it's not just a threat. It's also an opportunity.

Stackers are often more versatile (they carry skills from multiple jobs). More autonomous (they juggle several projects). More aware of their value (you negotiate differently when you have alternatives). They're not easy to manage, but they're powerful profiles.

Here's What I Actually See

Let's move to the analysis. Because numbers are one thing. Understanding what's actually happening is another.

The stacker isn't an anomaly. It's a logical reaction to a system that's become unpredictable.

The old social contract was: "You give us your time and loyalty. We give you security and progression." That worked when employment was stable.

Now the system says: "Your job might disappear. Your company might be acquired. Your profession might become obsolete." So why would you give something we can't promise you in return?

The stacker just redefined the equation. "I'm going to build my own security. I'm going to diversify my income. I'm going to learn everywhere and keep my autonomy."

It's not cynicism. It's pragmatism.

And honestly? The companies that will succeed in the next five years will be the ones who understand this and adapt. Not the ones wishing for the era of lifetime employment.

How To Adapt (Because It's Urgent)

If you're a recruiter or leader, you can't just wait. Here's what's already working:

1. Hire for skills, not degrees.

Stackers have transversal skills acquired across multiple jobs. Someone who's freelanced in parallel has learned things that traditional education doesn't teach (selling, negotiating, time management, surviving uncertainty).

Build internal skill grids. Test in real situations rather than on a CV.

2. Offer flexibility.

Part-time work, asynchronous work, parallel projects (with clear boundaries). Flexibility becomes a retention lever. A stacker won't leave a job that gives them room to maneuver.

3. Accept side hustles.

I know, it's counterintuitive. But some companies are already doing it: they allow employees to freelance on the side as long as there's no conflict. Result? Better retention and more motivated employees (because you trust them).

4. Evaluate differently.

Traditional interviews reveal nothing about a stacker. Put them in a real situation. Give them a short project. See how they handle it. It's more honest than an hour of talking.

What About The Future?

Honestly? The stacker probably isn't a passing trend.

If 64% of Gen Z believes in income diversification, and if this generation represents the majority of the workforce in 5-10 years, then this isn't an exception becoming the norm — the norm itself is changing.

The model of a single employee dependent on a single employer is gradually becoming obsolete. Not tomorrow. But the signs are there.

For companies, the question isn't whether they'll have to adapt. It's how. And fast.

Stackers aren't enemies or heroes. They're just a sign that the world of work is changing. And the rules of the game are evolving.

What We're Seeing at JobsInNetwork

On our European platforms (Brussels, Paris, Zurich, Luxembourg), we're observing this transformation firsthand. Every day, candidates arrive with "non-linear" profiles: freelancer + permanent contract, side projects + main job, skills acquired everywhere.

Companies that react quickly and adapt their approach? They attract these profiles. The others? They keep waiting for the perfect candidate who stayed at the same company for 15 years. Spoiler: that candidate no longer exists.

What About You?

Is the stacker a threat, an opportunity, or just a temporary adaptation?

If you're hiring, how does this change your strategy?

If you are yourself a stacker (or becoming one), what do you think?

For recruiters who really want to understand these new profiles and adapt their approach: explore our tools and insights on how the European job market is transforming.

👉 Discover How to Attract New Profiles

 Sources

• CNBC, Gen Z Financial Attitudes, 2026
• Randstad, European Employment Trends, 2025
• Visa, The Side Hustle Economy, 2024
• INSEE, Multiple Employment in France, 2022
• Resume Genius, Gen Z Work Habits, 2025