Quiet hiring is the practice of meeting immediate business needs and closing future skills gaps by expanding the responsibilities of existing employees or engaging temporary workers, such as contractors, freelancers, or contingent staff, rather than hiring new full-time employees.

In most cases, this involves offering current employees new roles, projects, or skills development opportunities. These changes may or may not include additional compensation, but they often come with either increased pay, enhanced benefits, or greater career growth opportunities.

Quiet hiring is typically driven by the need to adapt quickly, control costs, and leverage internal talent without undergoing lengthy or expensive recruitment processes.

What drives the quiet hiring trend?

1. Combating Quiet Quitting

Quiet hiring has gained traction in part as a response to quiet quitting, the trend of employees disengaging and doing only the minimum required in their roles. By introducing fresh challenges, varied responsibilities, and professional growth opportunities, employers aim to re-engage workers and improve productivity.

Studies show that disengagement can significantly affect business performance, contributing to higher absenteeism, increased turnover, reduced customer loyalty, and lower profitability. Adjusting roles through quiet hiring is one way companies address this.

2. A Challenging Talent Acquisition Landscape

Economic uncertainty, tight labor markets, and skills shortages make recruiting difficult. In 2024, U.S. data indicated there were only 83 potential workers for every 100 job openings, with 44% of HR leaders citing talent acquisition as their top challenge.

Globally, 75% of employers report difficulty filling critical roles. As a result, organizations often turn inward, using their existing workforce or flexible staffing arrangements to fill skills gaps.

3. Digital Transformation and Emerging Skills Needs

New technologies, especially AI and automation, create demand for fresh skill sets. Instead of seeking external hires, many employers prefer to upskill or reskill existing staff and use temporary help for gaps that can’t be filled internally.

Examples of quiet hiring strategies

• Learning and Development: Encouraging employees to complete training or attend workshops to gain new skills.
• Reassignment: Moving employees into new departments or roles to meet evolving business needs.
• Expanded Duties: Adding responsibilities to an existing role to cover skill gaps.
• Outsourcing: Engaging freelancers or contractors for specialized work without creating a full-time position.

Is quiet hiring legal?

Quiet hiring is generally legal, but employers must remain compliant with labor laws:

• Overtime Compliance: Additional duties may require extra hours; failure to pay overtime where required can violate the Fair Labor Standards Act (FLSA).
• Avoid Discrimination: Role changes and training opportunities must be based on objective factors such as performance and skills to avoid violations of Title VII of the Civil Rights Act of 1964.
• Proper Classification: Significant changes to job duties must not misclassify employees or independent contractors in violation of FLSA rules.

Pros of quiet hiring

• Career Growth for Employees: Opportunities for skill-building and role expansion.
• Increased Engagement: Fresh challenges can improve morale and motivation.
• Cost Savings: Reduces hiring costs by leveraging existing talent.
• Retention Boost: Reassignment can help avoid layoffs.
• Talent Showcase: Employees can demonstrate capabilities for future advancement.

Cons of quiet hiring

• Burnout Risk: Overloading employees without adequate support or compensation.
• Perceived Unfairness: Employees may feel taken advantage of if changes lack transparency or reward.
• Role Misalignment: Assigning duties unrelated to employees’ interests or strengths can reduce motivation.
• Hidden Costs: Overtime and temporary staffing expenses may add up.
• Missed Diversity Opportunities: Overreliance on existing staff can limit external talent pipelines.

Best practices for quiet hiring

• Communicate clearly about why the change is happening and what employees can expect.
• Offer fair compensation or non-monetary rewards for expanded responsibilities.
• Provide training and support to ensure success in new roles.
• Monitor workloads to prevent burnout.
• Use quiet hiring as part of a broader talent strategy, not as a permanent substitute for external recruitment.

Why quiet hiring matters: When managed thoughtfully, quiet hiring allows organizations to respond to changing needs quickly, retain institutional knowledge, and give employees valuable career development opportunities, all while avoiding the costs and delays of traditional hiring. 

However, without careful planning and fair treatment, it risks disengaging the very employees it aims to empower.