Job titles vs no job titles? An HR perspective

What’s in a name? 

Well, it depends on who you ask.

Some people think everything shapes up to first impressions, so having a memorable name is an important way to set the tone. 

But can the same could be said about job titles?

There’s a growing trend for organisations to inflate job titles because they boost employee egos and help HR snag talent. From a recruitment perspective, a job title should grab a candidate's attention even before they look at the rest of the JD. Sure, a silly job title might feed an employee's ego, but is that really what matters?

Like personal names, job titles serve a practical purpose. They set clear expectations about employee roles, help candidates understand the job scope and guide colleagues in understanding the responsibilities and workload boundaries of others.

For example, a tech start-up might spice up a listing with titles like “tech guru” or “design ninja,” but these often lack clarity and can carry subtle, gendered connotations that could potentially discourage qualified candidates. On the other hand, clear, accurate titles can help candidates quickly identify roles that align with their interests and skills without the guesswork.

What’s worse is that potential candidates might skip unclear titles and focus on one that accurately matches their desired roles. HR might add relevant perks, location details, or project-specific terms to engage candidates. But what if these titles are just a way to stroke personal egos?

Self-fulfilment won't come from a pompous job title, it will come from the substance behind the role and value an employee brings to an organisation.

Let’s take a look at some reasons for and against job titles in recruiting and HR.

Personal brand fixation 

Silly job titles and inflated egos feel like an existential quest for deeper meaning. 

The obsession with personal brand runs parallel with another to find validation, growth and a pathway to something bigger and greater.

But genuine self-fulfilment isn’t going to come from an inflated job title, right? The quality and enjoyment of their work—and good salary—means more to them than being called Digital Prophet or Customer Happiness Hero.

It could be a generational thing. Millennials and Gen Z are hyper focused on their brand. In a world where social media success equals brand currency, it’s no wonder people strive for flashy titles on LinkedIn, even if the spectacle can feel both entertaining and depressing. Some HR teams even push employees to elevate their personal brands online. But why? Is it to attract more talent or simply to appear cutting-edge?

On top of that, inflated job titles don’t communicate or reflect what an employee actually does. As confusion builds over time, nobody knows who’s responsible for what, leading to inefficiencies and reduced productivity. 

Some organisations are pushing back against this trend, choosing to ditch job titles and focus on environments where employees are valued for their skills, capabilities, and experiences. Organisations with household brand names like Gore-Tex, Patagonia, and Zappos are part of this “no job titles” movement, with Zappos even adopting a flat structure to eliminate restrictive titles.

Still, removing or changing job titles isn’t a decision HR should take lightly. It requires careful consideration and a clear plan, ensuring that the shift aligns with an organisation’s culture, values, and long-term objectives.

Managing expectations vs. reality 

Job titles matter because they can shape perceptions, facilitate communication, and impact morale and career prospects. 

Removing job titles for large organisations can create uncertainty if not managed well. Employees might resist change or fail to see the benefits right away. On the other hand, smaller organisations find the shift more straightforward and more immediately rewarding. By removing or simplifying titles, they give employees a louder voice, help them feel genuinely valued for their contributions and ease the feeling of being trapped by a strict hierarchy.

Changing work practices

The job title debate reflects a broader trend of experts critically examining traditional work practices. 

The Greek philosopher Heraclitus is famous for saying:

“The only constant in life is change.”

And so many organisations are transforming traditional practices to keep up with changing work sentiments. Organisations are focusing on collaboration, integrating tech and creating a flexible working environment. 

As technology advances and roles become more fluid, employees are encouraged to learn and adapt continuously. Embracing this mindset ensures that individuals remain equipped to handle new challenges as job responsibilities evolve. 

What truly matters is the substance behind a job title—the value people bring to their roles, the relationships they nurture and their impact on the organisations.

As an HR manager, you should look beyond job titles when hiring. When creating JDs, use bias-free titles and descriptions that will attract a range of candidates and open the door to more inclusive workplaces. At the interview stage, emphasise reference feedback, hard and soft skill analysis and experience.