The Job Title Pandemic! When the Title is Big but the Team is Missing..

You’re scrolling through LinkedIn, and you see a job title like “Chief Growth Strategist of Synergistic Solutions.” Sounds impressive, right? So, naturally, you click. But then, you realize this “Chief” is leading a team of… no one. In fact, the “team” is an intern named Tobi, who just learned to use Excel last week. Welcome to the Job Title Pandemic, where the titles are as inflated as a bouncy castle at a kid’s birthday party??.

?Organizations love throwing around big titles. It’s flashy. It sounds important. And, let’s face it, it makes them feel like they’re playing in the big leagues. But what’s really going on here? Why are companies handing out job titles like they’re party favors? And what does it mean for the rest of us trying to navigate the job market?

A lot of organizations are trying to keep up with the big names. They think if they call someone “Head of Global Innovation” (even if it’s for a company that operates out of one office in Lagos), it makes them look cutting-edge and competitive.

?It’s not just startups either. Even some well-established companies are guilty of this. They’re dangling these shiny titles to attract top talent without necessarily offering the resources, responsibilities, or team that such a title usually entails. And while it may work short-term, the long-term implications? Not so great.

The Impact of the Job Title Pandemic

For the Job Market

?? ??????? Confusion: Job seekers can no longer rely on titles to gauge responsibilities or seniority. What does “VP of Strategy” even mean anymore? Are you leading a department or just your own to-do list?

?? ??????? Misalignment: Candidates may apply for roles they’re overqualified for (or underqualified for) because the title doesn’t accurately reflect the role’s scope

For Employers

?? ??????? Unrealistic Expectations: If you hire a “Director of Digital Transformation” but give them zero budget, no team, and expect miracles, you’re setting everyone up for disappointment.

?? ??????? Retention Issues: Employees quickly realize that their impressive title comes with no real power or resources, leading to frustration and, ultimately, high turnover.

?? ??????? Reputational Damage: Inflated titles may make your organization look unserious in the eyes of industry peers and candidates who can see through the fa?ade.

For Employees

?? ??????? Burnout: Imagine being a “Head of Marketing” only to find out you’re also the “Only Person in Marketing.” The pressure to perform without support can be overwhelming.

?? ??????? Career Stagnation: Holding a fancy title without gaining real skills or experience is like having an expensive car with no fuel LOL it looks good, but it won’t take you anywhere.

?? ??????? Resume Problems: When you move on, future employers might question why a “Senior Vice President” was managing entry-level tasks.?

How Should Job Titles Be Created??

Job titles should be more than just shiny labels. They should reflect the actual responsibilities, seniority, and scope of the role. Here’s how to do it right:

????? 1.?? Define the Role First: Before slapping on a fancy title, ask: What will this person actually do? What decisions will they make? Who will they lead, if anyone?

????? 2.?? Consider Industry Standards: Keep your titles aligned with industry norms. If “Manager” is the standard for overseeing a small team, don’t create “Director” just to sound impressive.

????? 3.?? Think About Long-Term Growth: Will this title still make sense as the company grows? Avoid creating roles that will feel obsolete or inflated once you scale up.

????? 4.?? Match Titles with Resources: If someone is a “Head of Innovation,” make sure they actually have a budget, tools, and a team to innovate with.

????? 5.?? Avoid Title Inflation: Flashy titles might attract attention, but substance retains talent. Focus on creating meaningful roles with clear responsibilities rather than just fancy names.?

Instead of inflating job titles, organizations should focus on building trust through clear, meaningful roles. Employees want to feel empowered, not misled. And job seekers want transparency about what they’re signing up for not to realize on day one that their “team” is just a shared Google Drive folder.

I hope I didn’t upset you..

The Job Title Pandemic may seem harmless, even funny at times, but its impact on the job market, employers, and employees is very real. Inflated titles create confusion, unrealistic expectations, and, ultimately, a disconnect between what’s promised and what’s delivered.

So, let’s create roles that reflect reality, empower employees, and set everyone up for success. Because at the end of the day, a title is just words and what really matters is the work behind it. And if you’re currently a “Chief Happiness Officer” with no team, don’t worry, we’ll get through this together. Just maybe bring it up at your next performance review.

?Do you believe there’s a job title pandemic?