The lowdown on the launch of Hyfenate, a new platform with a focus on multi-hypenate roles and a new way of job matching

An interesting new platform has just launched for those looking for the next step in their career. The platform, Hyfenate, is at the forefront of defining a new career model centred on multipotentialites, meaning someone who might be a web developer-graphic designer as well as a teacher-musician.

Multi-hyphenate roles – such as those outlined above, where two specialisms have been hyphenated to form a person’s overall profession, have come to the fore since the advent of COVID-19, particularly in light of Chancellor Rishi Sunak’s comments. 

In previous years, when applying for a job, applicants have often been restricted to honing their CV to a certain set of skills directly pertaining to the role in question. This narrows the applicant’s skill set and values as a prospective employee; the same going for job descriptions also.

As Hyfenate founder and multipotentialite herself, Heydee Lamarr, says: “multi-faceted roles should, at the least, display a maximum of three duties within a hyphenated job title.

“Why hide your talents to job match a role? We’re designing a sophisticated platform where individuals can express both their educational, work experience and creative pursuits to measure their track record in order to find a relevant role match”.

Hyfenate will encourage polymaths to explore every avenue of their potential while ensuring employers clarify what a role involves from the offset. This new way of job matching allows top-tier skills to be recognised and brings greater value to a role, also allowing the employee to be acknowledged accordingly in regards to expectations and pay. Furthermore, multipotentialite and multi-hyphenate roles could be a cost-effective solution for employers as more diverse roles ensure multiple areas of specialism, reducing the need, for example, to have a project manager for one business focus without utilising another element of their expertise in a productive way. This mode of role also allows increased avenues for promotion and reward.

As Heydee continues, “Roles are often already unclear… they almost never really fully express the work the job involves as it progresses. This concept simply highlights credit and duty”

It’s not everyone’s preference, of course. However, for those who possess the skills and are willing to utilise them – as well as matching an employer’s “dream team” vision – it could be the greatest new work model in the pipeline yet; certainly something for the HR industry to consider in the near future.



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