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THE QUESTION
I recently got a promotion with a pay bump and an increase in responsibilities, but my job title is staying the same at the associate level. I’m happy with the new salary and responsibilities, but I was hoping to at least get “senior” added to my job title. How important is a job title promotion for my career progression? I was hoping to apply to manager-level positions when I make my next move and I’m worried that not having a “senior associate” title will make it harder to qualify for those jobs. What do you think?
THE FIRST ANSWER
Dr. Candy Ho, researcher and educational studies instructor, Kwantlen Polytechnic University and board member, CERIC, Burnaby, B.C.
While it’s understandable to want a title that reflects your growth, especially when planning your next career move, job titles are just one part of the story.
Recruiters and hiring managers are trained to look beyond titles; they examine what you’ve done, how you’ve done it and the impact you’ve made. In fact, rigidly comparing titles across organizations can be misleading, as one company’s “associate” may be another’s “senior specialist” or “consultant.”
That said, I do hear your concern and would advise you to keep track of your evolving responsibilities and achievements. Update your resume, LinkedIn profile and professional bio to reflect your new scope of work. Even if your title hasn’t changed, it’s the story you tell about your promotion that will captivate your network and theirs.
In future job applications and interviews, you can also clarify this. For example, at an interview you may say something like: “While my title remained ‘associate,’ I took on senior-level responsibilities such as leading cross-functional teams and managing strategic projects” and then proceed to provide concrete examples (hence why keeping track of your role and successes is important).
If the title continues to concern you, consider a proactive and diplomatic conversation with your manager. Frame the conversation around aligning your title with industry norms (for example, find comparable job descriptions in your field) and future aspirations. Approach with a sense of curiosity and gratitude, rather than dissatisfaction. Often, organizations simply haven’t caught up with role evolution and a respectful conversation can prompt change.
Ultimately, your skills, reputation and results will speak louder than a single word in your title.
THE SECOND ANSWER
Jennifer Houle, people and culture director, Raven Indigenous Capital Partners, Victoria
Titles matter. In my experience, the people who say they don’t matter are usually the ones who already have the titles they want. While you’re right to celebrate the raise and new responsibilities, your concern is valid. Recruiters often use job titles as quick filters while sourcing candidates and “associate” can suggest a more junior level than you’re actually operating at.
If you’re doing senior-level work, it’s completely fair to raise the question. You could try asking your manager: “Given the increased responsibilities and industry benchmarks, how does the company determine when a title change is appropriate?” This opens the door to a thoughtful conversation without sounding like a demand. How you engage in this conversation will depend on your relationship with your manager and the company itself.
At the end of the day, your promotion is something to be celebrated and proud of, but if you’re aiming for a manager-level role next, having “senior” on your resume could help ensure your experience gets the attention it deserves.
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