Vertical vs Lateral Career Growth: Which Path Is Right for You?

For most of us, the word “career growth” brings one image to mind - climbing up. A promotion, a fancier job title, and maybe a corner desk or a bigger paycheck.

But modern careers don’t always move in a straight line. Some people rise quickly through the ranks. Others take side steps, exploring new roles, functions, or even industries, to gather experiences that make them more well-rounded and resilient.

These days, vertical and lateral career growth aren’t opposing choices. They’re two sides of the same coin. And the smartest professionals often blend both to build a fulfilling, future-ready career.

Let’s break down what each path means, what it offers, and how to decide which one fits you best.

Definitions at a glance

Understanding the two main paths is the first step. Think of your career like a building: vertical growth takes you up floors, and lateral growth moves you across rooms on the same floor. Knowing the difference between vertical and lateral career growth helps you decide whether to climb higher in your current role or explore new opportunities that broaden your experience.

Vertical growth

Vertical career growth is the classic, upward climb on the corporate ladder. It’s about progression, rising from one level to the next, often marked by promotions, new job titles, higher pay, and broader responsibilities.

Think of it as depth over breadth.

You’re not changing what you do; you’re deepening your expertise and taking greater ownership.

Example: You start as a sales associate, move up to a senior associate, then become a sales manager, and eventually a regional head. Each promotion expands your influence, the size of your team, and the strategic impact of your decisions.

The core focus of vertical growth:

• Increasing leadership and decision-making power
• Building a strong reputation within your niche
• Earning higher compensation through proven performance

People love it because it’s straightforward, rewarding, and socially recognised. You know exactly what “success” looks like, and it feels good to see your progress reflected in your title and salary slip.

But there’s a trade-off. As you climb higher, your freedom to experiment often shrinks, and the pressure to perform rises sharply.

Lateral growth

Lateral career growth takes a different approach - breadth over depth.

Instead of chasing a promotion, you move across to another team, department, or specialisation. The level or title might stay the same, but the learning is completely different.

Example: Imagine you’re a marketing specialist. You might move into product marketing, brand strategy, or even customer success. On paper, your title might look similar, but the skill set you develop becomes far more diverse.

Lateral growth allows you to:

• Learn new skills and tools
• Understand how different parts of the business work
• Build a broader professional network
• Stay adaptable in changing industries

Why it matters today: The world of work is unpredictable. New technologies, business models, and roles appear every year. People who’ve explored multiple functions can adapt faster, connect dots others miss, and thrive when industries shift.

“Workers who are laterally moved in one period are more likely to be subsequently promoted and experience larger wage growth compared with workers who are not laterally moved.” 

- Stephen D’Angelo, Cornell University, 2021

In other words, lateral moves make you future-proof.

Pros and cons: Vertical vs lateral career growth

To decide which direction to take, it helps to understand what each path brings to the table.

Aspect	Vertical growth	Lateral growth
Focus	Deepening expertise and authority	Expanding skill set and versatility
Compensation trajectory	Faster, larger jumps based on increased responsibility.	Slower, more incremental. Pay increases are generally tied to market value, not an immediate title change.
Learning curve	Deepening expertise in one domain. Learning often involves management, strategy, and leadership.	Steep and broad. Learning new functions, systems, and collaborating with different teams.
Risk exposure	Higher risk associated with management failure (if you dislike leading people).	Higher initial risk due to a learning curve in a new area. Lower long-term risk due to a diverse skill portfolio.
Marketability	Highly marketable for roles specific to your expertise (e.g., "Head of Marketing").	Highly marketable for versatile, cross-functional roles (e.g., "Chief Operating Officer" or "RevOps Manager").
Work-life balance	Often harder to maintain as responsibilities grow	Typically, more balanced, depending on the role
Career satisfaction	Driven by achievement and influence	Driven by curiosity and growth opportunities

The key takeaway?

• Vertical growth rewards expertise and leadership.
• Lateral growth rewards adaptability and learning agility.

Neither is better - the right choice depends on your career goals, values, and current stage of life.

Real-world examples

It’s one thing to understand vertical and lateral growth in theory, but seeing how they play out in real careers makes the difference clearer. Neither approach is right nor wrong; they simply reflect different priorities, learning styles, and stages of life.

Let’s look at how both paths might unfold in practice, and what they can teach us about shaping a career that fits you - not just a job title.

Vertical path example

Let’s take Priya, a product designer.

She starts as a Junior Designer, moves up to UI/UX Designer, then becomes a Design Lead, and later, a Design Manager.

Each step demands new skills - mentoring others, presenting ideas to leadership, managing timelines, and eventually influencing product direction.

Her growth is upward and cumulative: each title represents deeper mastery and a bigger seat at the table.

But the trade-off? Less time designing, more time managing. Priya’s creative spark now shares space with meetings, budgets, and team reviews.

Lateral path example

Now meet Arjun, a marketing professional.

He begins in marketing operations, moves laterally to revenue operations, and then shifts into product operations.

Every role sits at a similar level, but each adds new skills - campaign analytics, CRM systems, cross-functional communication, and business process optimisation.

By year five, Arjun has built a rare, hybrid profile. He’s not just a marketer - he’s someone who understands data, processes, and strategy.

That versatility makes him valuable to both startups and enterprise companies looking for cross-functional leaders.

Decision framework: The 5-question fit test

If you’re torn between climbing higher or exploring sideways, pause and reflect on these five questions.

• Values: What motivates you the most - recognition, authority, and higher pay (vertical)? Or learning, creativity, and variety (lateral)?
• Strengths: Do you naturally lead and inspire others, or do you excel when tackling new problems and learning new systems?
• Timing: Is now the right time to take on more responsibility, or would it be wiser to expand your skill set first?
• Market demand: In your industry, what’s more valuable right now - deep expertise or a broad, flexible skill portfolio?
• Manager and company support: Does your company encourage internal mobility? Are there opportunities to make lateral transitions without being penalised for not chasing promotions?

Your honest answers will often reveal your next step. Sometimes, the best move is vertical. Sometimes, it’s lateral. And often, it’s a mix of both.

How to pitch the move to your manager

Even the best career move can stall without the right communication. Whether you’re asking for a promotion or a lateral transfer, your approach matters. 

Be clear about your goals, explain how the move aligns with the team’s or company’s objectives, and highlight how your new role could bring additional value. Framing the conversation around mutual growth makes it easier for your manager to see the bigger picture.

If you’re pitching a vertical move:

Frame it around your impact and leadership readiness.

“Over the past year, I’ve led three cross-department projects and increased efficiency by 25%. I’d love to discuss taking on a managerial role where I can scale these results across teams.”

If you’re pitching a lateral move:

Focus on value creation and skill transfer.

“I’ve noticed that marketing and product operations increasingly overlap. Moving into Product Ops would help align our campaigns with product goals and improve conversion rates.”

In both cases, your manager should see your move not as a favour, but as a win-win for the organisation.

Related topic: 30 Performance Review & Feedback Examples for Every Role

Building a hybrid path (the “zig-zag” model)

Not all careers have to be linear. Some of the most successful professionals zig and zag - mixing vertical climbs with lateral learning moves.

This hybrid approach offers the best of both worlds: upward progress without losing freshness or flexibility.

Example of a 3-year hybrid plan:

• Year 1: Lateral move from Sales to Customer Success to gain client-facing insights.
• Year 2: Use that experience to move up to Senior Sales Manager.
• Year 3: Lateral shift to Revenue Operations to understand backend strategy - positioning yourself for a Director-level role later.

Each move tells a story of curiosity and growth. Employers love that.

Tip: When you take lateral moves, make sure each one connects logically to your long-term direction. That prevents “resume whiplash” - where your CV looks scattered instead of strategic. If you want to learn more about how to structure your CV, here’s an article on how to write a CV for job applications.

Negotiating title, scope, and pay

A common concern with lateral moves is compensation. It’s true that not every shift comes with an immediate raise. But that doesn’t mean you should undersell yourself. Here’s how to negotiate wisely:

• Clarify your new scope: Ask how your responsibilities differ from your current role.
• Set measurable goals: Define success metrics from day one.
• Track achievements: Use data to show the value you’ve created.
• Revisit compensation: After six to twelve months of proven impact, you’ll have strong grounds for a raise or title change.

Remember - when done strategically, a lateral move can lead to a bigger promotion than a vertical one would have offered.

Conclusion

The vertical vs lateral career growth debate isn’t about choosing sides. It’s about understanding how you grow best.

A fulfilling career isn’t just a ladder to climb - it’s a landscape to explore. Some seasons are for rising higher. Others are for expanding outward.

The smartest move is the one that aligns with your goals, strengths, and timing - not just what looks good on paper.

Your career path doesn’t have to be linear. It just has to be yours.

FAQs

Does a lateral move hurt promotion chances?

No, not if it's strategic. A lateral move can accelerate your promotion chances later. By gaining a skill or exposure the company desperately needs (e.g., product knowledge), you become a more well-rounded candidate for management or director-level roles, which almost always require cross-functional understanding.

How long should I stay before switching paths?

A good rule of thumb is to stay in a role for 18-36 months. This is enough time to deliver tangible results, complete a major project, and internalise the core learnings. Switching sooner can look unfocused; staying much longer risks stagnation.

Can lateral moves increase salary?

Yes, but not immediately. A lateral move to a new department typically results in a small cost-of-living or merit increase, not a big jump. The real salary increase comes later when you leverage your unique combination of skills (e.g., Marketing plus Finance) for a high-level vertical promotion that commands a premium salary in the market.