Securing a better job title isn’t just about prestige; it’s a strategic move that can significantly impact your career trajectory, earning potential, and professional satisfaction.

This guide outlines the key steps to securing a better job title.

But before we go there, let’s get the basics covered.

What Are Job Titles

Job titles are official designations of what you do within an organization, reflecting your roles, responsibilities, and position in the hierarchy.

Titles like “Project Manager,” “Software Engineer,” and “Marketing Director” provide a clear understanding of your duties and where you stand relative to others in the company. They also communicate your expertise, influence, and scope of work, both internally and externally.

Why Are Job Titles So Important

Job titles are critical for several reasons:

  1. Most Important Element on Your Resume: More on that later..
  2. Career Progression: They mark your professional advancement and experience level.
  3. Perception and Credibility: A prestigious title enhances your reputation and perceived expertise.
  4. Compensation and Benefits: Higher job titles often come with increased salaries and benefits.
  5. Networking and Opportunities: They facilitate professional networking and open doors to new opportunities. More often than not, professionals will refuse to network across different levels (more on levels later).
  6. Job Satisfaction: A fitting title can boost your morale and job satisfaction. This has pragmatic value; the more satisfied you are with your job, the more you tend to accomplish, and the faster you can progress.

Lip Service Versus Reality

Many successful leaders and entrepreneurs claim that job titles are not important, offering various reasons for their stance. However, their actions – or more accurately the actions of their organizations – often contradict their words, revealing a different reality.

It’s a complex story…

Only one hand, we have significant evidence that highlights job titles are less important and meaningful as they used to be. On the other, job titles still hold a lot of sway on your career direction and opportunities.

Let’s get specific… job titles are becoming less important because of job title inflation, and the fact that job titles don’t reflect actual roles. But they retain their importance as the most important selection criteria by employers.

Job Title Inflation

Job title inflation is a pervasive issue in the modern corporate world. It involves assigning high-level titles such as manager, director, or VP to roles that may not align with traditional expectations of authority or responsibility for these roles.

Companies inflate job titles, because they want to boost employee morale and retention without incurring substantial, real or material costs. This tactic also serves as a competitive recruitment tool, attracting candidates with the promise of prestigious titles, despite the potential mismatch with actual job duties.

Relative to this point, Jack Welsch said: “Job titles and parking spaces are relics of the past… Having a title without money, without authority; most people today aren’t interested in that” in a WelchCast episode.

Job Titles Don’t Reflect Roles

This is the biggest problem, as well as the biggest opportunity, with job titles: They are not standardized across companies.

A high-level job title in one company or industry may be a low-level title or irrelevant in another. This inconsistency can lead to misunderstandings – which can both serve or harm you, depending on the context.

For example, a “Project Manager” in one company might be a glorified assistant, managing minor tasks. In another company, the same title could be responsible for overseeing projects worth hundreds of millions of dollars and managing thousands of employees.

This lack of standardization draws criticism, especially from entrepreneurs, or highly competent professionals accustomed to wearing many hats within highly functioning teams. In such teams, it is extremely difficult to pin the role of an individual with a specific title. In fact, within our network, several entrepreneurs disregard resumes and don’t look at job titles, specifically because of this reason. (Instead they go through third party recruiters and assign one-time projects to determine eligibility for each role).

Most People Don’t Care

Of course, these criticisms are exceptions rather than the norm… Most people do not work in highly functional teams or where they wear so many hats that titles become irrelevant.

This is why, most people, including most HR gatekeepers and hiring managers, are perfectly happy with the discrepancies between job titles and performed roles.

They don’t really care about these lip service criticisms about job titles – criticisms that often come from people who have transcended job titles themselves, and have the ability to pick job titles for themselves as well as other individuals.

For most people, who don’t have that power; their assigned job titles have a tremendous impact on their professional experience.

Job Title – Still The Most Important Element on Your Resume

In the corporate world, job titles hold significant weight because they serve as the primary indicator of a professional’s role and responsibilities.

Remember: Corporations are structured as machines of efficiency and standardization. Their goal is to make individuals replaceable within defined frameworks and processes. That’s why, when you invest in a company, you are not buying stock that represents people. Instead, you are buying a piece of the legal entity that has established policies and processes to create value – creation of which can be accomplished with an arbitrary group of qualified people.

In other words, corporations are legal fictions built as “replaceable human creation machines”.

And because corporations are “replaceable human creation machines”, they also think like “replaceable human creation machines”, and see humans as standardized, interchangeable components.

In this mindset, titles are the language of standardization.

Job Titles “Define” You

Just as a mechanic might replace a “spark plug”, or a plumber might replace an “elbow pipe”, human resource managers take out one “Operations Manager” out of their machine, and plug in a new “Operations Manager”, calling it a day’s work done.

Sure, just as there are many specifications of spark plugs and elbow pipes, there is a vast ocean of individual capabilities all represented under a title like “Operations Manager”. Yet, those details are either glossed over, or only considered when you have two candidates of the same title contending for a given position.

Ultimately, when assessing potential hires or evaluating employees, employers heavily rely on job titles as the shorthand for figuring out who fits where, precisely because they are approaching individuals in a “replaceable human creation machine” mindset and actively looking for “the best fit”.

Of course, this is not just conjecture; multiple studies confirm this perspective. From the Ladders’ eye tracking study that highlights the importance of job titles on a resume, to the Pearl Meyer & Partners survey which showed that over 92% of companies use job titles to ascertain an employee’s job function – job titles reign as the undisputed king in the realm of professional perception and career advancement.

For the most part, most people’s productive value can be discerned from their title, or sequence of titles they’ve held. And that’s exactly what corporations do…

They weigh you by your titles.

With this in mind, let’s first talk about some basics about how you should present your existing title for the most advantage, and then go over what you can do about getting a better title.

Presenting Your Title For Best Result

Considering the disproportionate impact your titles have on your career outcomes, you need to learn how to present your title in the best possible manner.

Here are a couple of rules you should follow.

Rule 1: Use Your Official Title, But Relevant to Industry

When crafting your resume, it’s crucial to accurately present your official title, while also making sure that it reflects your current role and responsibilities.

The goal is to clearly communicate your value to your next employer. Which means, you should check industry standards – especially if you are switching industries, and use their terminology where possible.

When transitioning between industries, use both your “official” title, and a “translation” title.

Example Official Title:

  • Operations Coordinator

Clarified Translation Title:

  • Operations Coordinator (Project Manager, Operations Coordination)

This reflects your expertise in operations coordination and enables transition into project management roles. And, clearly, it reads better.

Rule 2: Clarify Your Role When It Serves You

Ambiguity in your job title can in some cases be to your benefit, in which case, you should leave it alone. Unfortunately, this situation is rare.

Instead, for most people, ambiguity in your job title often hurts you, and causes others to perceive your role at a lower level than you actually are.

For instance, if your title is “Coordinator” in a previous role, potential employers might overlook your supervisory responsibilities or project leadership, limiting you by your assigned title. Or perhaps, you may be stuck in a situation where your employer has asked you to take on the responsibilities of the next level up, but haven’t yet awarded the title.

In such cases, adding descriptors like “Acting As”, “Role” or “Description” next to your title can provide clarity and emphasize your actual responsibilities.

Example Title:

  • Marketing Specialist

Clarified Title:

  • Marketing Specialist, Acting as Marketing Manager

This example above shows your additional responsibilities and leadership role within the marketing team, ensuring that potential employers understand the scope of your contributions beyond the basic title.

Rule 3: Clarify Your Level When It Serves You

Understanding and indicating your level of authority and spot in the pecking order is crucial.

Levels of authority and responsibility are generally clear-cut across industries. Failing to specify your level may result in you being perceived as a rank and file worker, potentially underselling your actual responsibilities.

The typical levels across all industries are as follows:

  • Rank and file (no level specified)
  • Supervisor
  • Manager
  • Director
  • Executive
  • C-suite Executive

(For more detailed job level information across industries, you can refer to Ongig’s list)

Example Title:

  • Customer Service Representative

Clarified Title:

  • Customer Service Representative, Supervising Team Lead

The above example clarifies your role as a managerial position, indicating oversight and responsibility within the operations function. Clarifying your level helps align perceptions with your actual responsibilities and aspirations.

Rule 4: When You Can, Pick the Right Title

If you don’t have an official title, you need to pick one to put on your resume or your networking materials. When specifying your role, opt for clear and descriptive titles that accurately reflect your actual activities and expertise:

  • Freelancer
  • Consultant
  • Independent Contractor
  • Self-Employed
  • Entrepreneur

Avoid ambiguous or misleading titles that may not convey your value. Ambiguous, low value, or flashy titles hurt you:

  • Job Seeker
  • Student
  • Entry-Level Professional
  • Recent Graduate
  • Career Changer
  • Marketing Ninja
  • CEO (if you are a one man show)

(Pro Tip: If you are going after your first professional position, especially if you’ve recently graduated – you need to look at Launch Your Career)

Negotiating Your Job Title

Now that you understand what makes good titles, we can talk about negotiating your title…

Negotiating control over your job title is CRUCIAL. This is why we dedicate a substantial amount of energy in Launch Your Career, to effective negotiation strategies for job titles.

Better Job Title For a New Job

The best time to get a better title is during the negotiation phase when you are getting a new job. Specifically, this should be done in the “offer” phase of the interview, using our three part interview methodology.

Wait until you’ve been offered a job, and it’s time to negotiate. During these negotiations, depending on the situation, your request for a better title may come before or after your request for a higher salary. Either way, we’ve seen very positive results when the ask is done professionally, and using our negotiation techniques.

Requesting a Title Change

Of course, it may be necessary for you to change your title without having to change your job. Fortunately, there are a few ways this can be done.

Here’s how you should approach the request:

  1. Position it as a Benefit: Your requests should always be framed as a benefit to the company rather than a petty individual request. Emphasize that a more fitting title not only reflects your contributions accurately but also enhances external perceptions of the company’s expertise and leadership. (Or find other selling points – ask for stories from our members)
  2. Expect Resistance: Anticipate that changing your title will be met with initial resistance due to bureaucratic processes or established hierarchies. Everyone knows that titles hold disproportionate value, and they are not interested in diluting their own power. Prepare to go on a campaign that takes multiple tries and approaches.
  3. Try to Get Promoted First: Before requesting a title change, actively pursue opportunities for promotion within your current role. Demonstrating increased responsibilities and achievements can strengthen your case for a better title.
  4. Consider Alternatives (Job Hopping): If internal resistance proves insurmountable, keep an open mind about external opportunities. Job hopping to a position that offers a more suitable title is usually considerably easier than moving out of the pigeon hole an employer puts you in.

Deserving A Better Job Title

“Ask and you shall receive”.. is a misnomer.

In the corporate world, you usually only get what you deserve – at best. Most of the time, you get less than what you deserve. But if you play your cards right, you can actually get what you deserve.

Of course, this implies that you deserve something to start with!

We recommend the following course of action if you are interested in deserving a better title:

Develop High-Value Skills

To stand out and justify a better job title, you need to possess high-value skills that are in demand. Focus on developing competencies that are crucial for career advancement first.

Focus Areas:

  • Leadership and Management: Enhance your ability to lead teams and manage projects.
  • Technical Proficiency: Stay updated with the latest technological advancements in your field.
  • Strategic Thinking: Cultivate the ability to think critically and make informed decisions. (Here, building a public track record of winning decisions is the key.)

For more detailed guidance on high-value skill development, refer to the Five Core Skills and Seven High Value Disciplines.

Demonstrate Value to Your Employer

Your employer must recognize your potential and the value you bring to the organization. This requires consistent performance and proactive communication.

Action Points:

  • Exceed Expectations: Consistently deliver high-quality work and go beyond your job description. Make sure you document your successes and quantify your contributions.
  • Understand Company Goals: Align your career objectives with your organization’s strategic goals.
  • Propose Innovative Solutions: Identify problems and propose actionable solutions. Make sure you can take credit for the solutions.
  • Seek Feedback: Regularly seek constructive feedback and act on it to improve your performance. It is important that you are known for actively seeking and incorporating feedback, even if it’s just for show.

Seek Out Opportunities for Advancement

Being proactive about your career growth is crucial. Look for opportunities within your organization where you can take on more responsibilities or move into a role that better aligns with your career goals.

Strategies:

  • Internal Job Postings: Monitor internal job boards for openings that match your career aspirations.
  • Cross-Departmental Projects: Volunteer for projects that allow you to collaborate with different departments.
  • Mentorship and Benefactors: Seek mentors who can provide guidance and sponsors who can advocate for your advancement. (Most title promotions, in our experience, come from sponsors and benefactors.)

Master Organizational Politics

Understanding the power dynamics and building alliances can significantly enhance your chances of securing a better job title.

Political Savvy:

  • Identify Key Decision-Makers: Understand who holds the power and influence within your organization.
  • Build Alliances: Develop relationships with influential colleagues and stakeholders.
  • Communicate Effectively: Master the art of persuasion and negotiation.

Conclusion

Securing a better job title is a complex, challenging and multi-fasceted process.

It requires strategic planning, skill development, and Machiavellian navigation of organizational dynamics. That’s the harsh truth.

It is much harder to gain control over your title, than to please your boss and hope for a promotion. That being said, once you crack the code – your days under a boss become numbered.

Every single professional in our network who has mastered control over their title, has also gained complete authority of their career. And there is no reason to believe that it can’t happen for you either…

By following the steps we outlined above, you can position yourself as an indispensable asset to your organization and achieve your career goals – which inevitably lead to a better title.

Remember: you get what you deserve, but only if you can wing it.