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Have you ever stared at your inbox on a Monday morning and thought, ‘What if I just quit my corporate job and became a barista?’ Turns out, you’re not alone.
 
 

A new survey of 600 U.S. professionals commissioned by TopResume shows that more than 65 per cent of workers say they’re willing to apply for a role below their current experience level and 70 per cent are open to stepping down in seniority.

 
 

According to Amanda Augustine, TopResume’s resident career expert and a certified professional career coach, this shift is being driven by both practical realities and emotional fatigue.
 
 

“Professionals are feeling pressure from a cooling job market,” Ms. Augustine says. “Many have applied for roles at their current level and haven’t heard back, so they’re widening their search in hopes of landing something sooner.”
 
 

But it’s not just about job security. After years of pandemic-driven burnout and the pressure to always be “on,” some workers are now prioritizing balance over ambition.
 
 
 

“They’re betting that a lower-level role might bring more predictability, less stress and greater work-life balance, even if it means trading title or pay for greater peace of mind,” Ms. Augustine says.
 
 

Executives, in particular, are leaning into this trend. Ms. Augustine says that competition at the top is fierce as a single senior role can attract hundreds of applicants.

 
 

“That scarcity alone can push seasoned professionals to explore mid-level opportunities, especially if they’ve been out of work for a while,” she says. “Additionally, many executives are simply reassessing what they want from work. After managing non-stop crises and major transformations in recent years, some are ready to scale back responsibility and stress.”
 
 

Still, a strategic step down doesn’t have to look like a career setback. Ms. Augustine advises job seekers to tailor their resumes to emphasize relevant specializations rather than years of experience.

 
 

“Lead with a concise summary that frames your experience as depth, not hierarchy,” she says. And in interviews, “explain your move as intentional, rather than reactive.”
 
 

For those facing a potential pay cut, Ms. Augustine recommends negotiating beyond salary.

 
 

“Come to the table with a short list of benefits that improve your overall compensation package or help you grow long-term,” she says, pointing to options such as flexible schedules, tuition reimbursement or professional development stipends.
 
 

This data challenges the traditional notion of career success and may be early signs of a shift.

 
 

“For years, success meant continually moving up the ladder,” Ms. Augustine says. “But this research shows that many professionals are redefining what progress looks like. Stability, flexibility and well-being are increasingly replacing title and salary as the markers of success.”
 
 

 
 
 
 
 
 

2 per cent
 
 

That’s how many roles are being fully replaced by AI, according to the Canada 2026 Hays Salary & Hiring Trends Guide.

 
 
 
 

 
 
 
 
 
 

Creative thinking fuels innovation, problem-solving and adaptability, but it can be harder to come by, especially in a world where AI is increasingly relied upon for some of that heavy lifting.

 
 

According to Dara Treseder, chief marketing officer at software company Autodesk, leaders need to encourage and challenge people to pursue “never-been-done-before” ideas and then provide the psychological safety to let them take the risks that lead to better, more creative outcomes.

 
 
 
 

 
 
 
 
 
 

“Businesses call us all the time after they’ve put up a posting on their own, got hundreds of applications in 24 hours and said, ‘None of these people have what we’re looking for.’ We have seen an uptick in applicants but, regrettably speaking, it’s not the quality that’s upticking,” says Cristina Schultz, a recruitment manager with Calgary’s About Staffing.

 
 

This article looks at some of the struggles hiring managers and recruiters are facing as more people, who are often not qualified, submit AI-generated job applications.

 
 
 
 

 
 
 
 
 
 

Canadian AI minister Evan Solomon says the federal government is considering expanding its Buy Canadian policies to include technology infrastructure. This means that firms receiving public funding would