By Chloe O’Toole and Scarlett Cooke

Career gaps are an inevitable part of many professional journeys, yet they remain one of the most anxiety-inducing aspects of job searching. Whether due to parental leave, redundancy, health issues, or simply taking time to reassess career direction, gaps happen to the best of us. The key isn’t avoiding them – it’s learning how to navigate them with confidence and strategy.

We recently had the privilege of participating in PMI Sydney‘s “Mind the Gap” event, hosted in partnership with Talent International and Women in Projects. The candid conversations and shared experiences from the evening reinforced something we both know to be true: career gaps don’t have to be career killers. In fact, they can become career catalysts when approached with the right mindset and strategy.

From the hiring manager’s perspective: Chloe’s story

As a hiring manager who has been through my own career transition returning to work after having a child, I understand both sides of this equation intimately. I’ll be honest – I was nervous about returning to work. But what I discovered was that the experience turned out to be incredibly empowering and actually strengthened my skills at work in ways I hadn’t anticipated.

As a hiring manager, I can tell you that most of us aren’t looking for robots who have never taken a break. We’re looking for capable, motivated individuals who can solve problems and deliver results. A gap on your resume doesn’t erase your previous achievements or your potential for future success.

I’ve hired multiple people fresh off career gaps due to redundancy, and the gap was never an issue for me. What mattered was whether they could help me achieve what I wanted to achieve. That’s it. The gap was simply context, not a disqualifier.

What I actually look for

• Honesty and confidence in how you present your gap. Own it, don’t apologise for it.
• Evidence of continued learning during your time away. This doesn’t have to be formal qualifications – it could be volunteering, freelance work, or even managing a complex family situation.
• Resilience that comes with navigating personal setbacks. Resilience in the workplace is huge, and people who have successfully navigated career gaps often demonstrate this quality in spades.
• Clarity about the value you can bring. Show me why you’re the right person for the role, regardless of the gap.

My advice to career gap navigators

Don’t undersell the skills you’ve gained during your time away. Parenting teaches project management, crisis resolution, and stakeholder management in ways that no corporate training program ever could. Caring for elderly parents develops empathy and organisational skills. Even taking time for personal development shows self-awareness and initiative.

As a marketer, my best advice is to focus on your value proposition. Marketing folks are obsessed with understanding what unique value we bring to the market and how we solve problems better than anyone else. The same principle applies to your career transition. Don’t just list your skills – articulate how your unique combination of experiences positions you to solve specific problems that companies are facing. Your career gap isn’t a deficit; it’s part of what makes your value proposition distinctive.

Working at Talent has given me a close understanding of the current job market, and make no mistake – it is a very challenging job market right now. This means you need to think creatively about how you can stand out as you approach your return to work. Could you “build in public” by sharing authentic posts about your return-to-work journey? Could you film some video testimonials with people you’ve worked with previously? Could you share highlights from key projects you’ve delivered, showcasing your impact and results? The traditional approach of quietly updating your CV and hoping for the best isn’t enough anymore. You need to actively demonstrate your value and create visibility around your capabilities.

From the recruiter’s perspective: Scarlett’s insights

As a recruiter, I see hundreds of CVs every week, and I can tell you that career gaps are far more common than most people realise, especially in the past two years in which we have seen thousands of layoffs. The difference between candidates who successfully navigate their gaps and those who struggle isn’t the length of their break – it’s how they frame their story.

Your online presence is often the first impression you make. I’ve seen brilliant candidates sabotage their chances by having outdated LinkedIn profiles or by trying to hide their gaps with creative date formatting. Don’t do this. Instead, use your profile to confidently tell your story.

What works in practice

• Be proactive about your gap. Address it directly in your cover letter or LinkedIn summary rather than hoping no one will notice.
• Network strategically. The vast majority of successful career transitions happen through connections, not cold applications.
• Be strategic with your applications. While volume can matter, quality always wins. A well-researched, tailored application will outperform fifty generic ones. Focus on making your CV clear, relevant, and aligned to the job ad/PD. Take time to read through what the employer is looking for, tailor your experience accordingly, and if you’re unsure, speak with a recruiter about how to position yourself in the market. Do your research and make sure your expectations (especially around salary or rates) are aligned with current market conditions.

One of my most successful placements last year was a project manager who had taken three years off to care for her aging mother. Rather than glossing over the gap, she addressed it directly – both on her CV and LinkedIn. On LinkedIn, she listed the time under a role titled “Full-Time Carer | Developed strong organisational and crisis management skills while supporting a loved one through aged care.” She also included the experience on her CV, highlighting the transferable skills she gained during that period. By being transparent and framing the gap as a period of personal growth and resilience, she built credibility and ultimately landed the role.

Practical steps for gap navigation

Based on our combined experience from both sides of the hiring table, here are the strategies that actually work.

Before you apply

1. Audit your online presence. Ensure your LinkedIn profile is current and tells a coherent story.
2. Prepare your narrative. Practice explaining your gap in a way that focuses on what you gained, not what you lost.
3. Identify your transferable skills. Map the skills you’ve developed during your break to the requirements of your target roles. Make sure to highlight anything proactive you’ve done during your gap, such as online courses, certifications, volunteer work, or freelance projects. These can all help demonstrate continued growth and initiative.

During the application process

1. Address the gap proactively. Don’t wait for the interviewer to bring it up. Own your story from the start.
2. Craft your unique value proposition. What problems are you uniquely positioned to solve? How does your combination of professional experience plus your gap experience create a competitive advantage?
3. Show your commitment. Demonstrate that you’ve thought carefully about your return to work and are prepared for the transition.

In the interview

1. Be confident, not apologetic. Your gap is part of your story, not a flaw to be excused.
2. Provide concrete examples. Have specific stories ready that showcase skills you’ve maintained or developed.
3. Ask thoughtful questions. Show that you’re current with industry trends and genuinely interested in the role.

The bottom line

Career gaps don’t have to be career enders. In today’s rapidly changing work environment, the ability to adapt, learn, and navigate transitions is more valuable than ever. Whether you’re a hiring manager looking to build diverse, resilient teams or a professional navigating your own gap, remember that careers are marathons, not sprints. Sometimes the detours make the journey more interesting – and ultimately more successful.

The professionals who thrive after career gaps aren’t those who pretend the gap never happened. They’re the ones who own their story, leverage their full range of experiences, and approach their career transition with confidence and strategy.

Your gap is not a weakness to be hidden. It’s part of your unique professional story. Own it, learn from it, and use it to propel your career forward.

Chloe O’Toole is the Managing Director of Marketing for Talent International. Scarlett Cooke is an Account Director at Talent International, where she leads a team specialising in recruitment across Technology, Transformation, and Corporate Services – with a particular focus on project services and tech roles. Both were panellists at the recent “Mind the Gap” event hosted by PMI Sydney, Talent International, and Women in Projects.