Now we face fundamental changes in the world of professions and careers. The traditional division into “white collar” – office workers and “blue collar” – representatives of working professions is gradually becoming a thing of the past. They are being replaced by a new generation of specialists whose value is determined not by education or position, but by real skills and the ability to learn quickly.
For the first time, Gini Rometty spoke about “new collars” when she headed IBM. She noticed the emergence of a special category of professionals who gained their knowledge not in university classrooms, but through practical experience, online courses and retraining programs. Today, these are not only IT specialists and data analysts, but also specialists in cybersecurity, SMM, experts in the field of AI, digital marketing and many other professionals whose skills are at the intersection of different fields. Their success stories prove that traditional education is no longer the only way to a successful career.
It is interesting to see how the usual professional boundaries are disappearing. The modern labor market is more like a living organism, where success is determined by the ability to change quickly and master new things. Companies are increasingly looking not just for specialists with a diploma from a prestigious university, but for people who can effectively solve real problems here and now.
And the biggest tech companies have already caught on to the trend. Tesla, Apple, Google and other industry giants have stopped requiring compulsory higher education from candidates. And this is not surprising: in a world where technology is developing at a dizzying speed, the knowledge gained at the university may become outdated even before receiving a diploma. Instead, companies create their own educational programs, organize hackathons, and develop a system of internships and mentoring. This allows them to grow specialists ideally suited to their specific tasks.
What distinguishes “new collars” from traditional specialists? First of all, this is a special way of thinking. They do not just have technical skills, but they have developed critical thinking, are able to analyze information and find non-standard solutions. Their main advantage is the flexibility of the mind and the ability to adapt quickly to change. They are fluent in the world of technology, understanding the basics of programming and data analysis, and are able to work with various digital platforms.
It is especially valuable that the “new collars” work perfectly in a team. They are able to interact effectively with colleagues from different fields, speak the language of different specialties and find a common language with representatives of various professional cultures. These skills are becoming a real gold standard in the modern labor market.
For business, such specialists are a real find. With the market demanding a lightning-fast response to change, traditional methods of hiring and training staff are often too slow. “New collars” also demonstrate an amazing speed of adaptation to new conditions and technologies. They are easier to retrain or repurpose for new tasks, they are ready to work on temporary projects and are not afraid to change specialization.
Most importantly, these specialists often have an entrepreneurial vein. They do not wait for instructions from above, but take the initiative, offer new ideas and are ready to take responsibility for their implementation. In conditions of economic instability, this approach becomes especially valuable.
To maximize the potential of such specialists, the business needs to reconsider its approach to working with personnel. It is important to create conditions for continuous training and development, introduce flexible work formats, and develop a mentoring system. Companies should pay less attention to formal hiring criteria and focus more on the real skills and potential of candidates.
The emergence of “new collars” is not just a fashionable phenomenon, but a reflection of profound changes in the economy and society. In the era of digital transformation, it is precisely those companies that will be able to create conditions for the development of such specialists that will survive and flourish. Those who continue to cling to outdated models of working with personnel risk being left far behind in the race for talent and innovation.
Ultimately, the future of the labor market belongs to those who know how to learn and retrain, who are not afraid of change and are ready to develop constantly. “New collars” is not just a new category of workers, it is a symbol of the transition to a more flexible and dynamic economy, where not regalia and diplomas are valued, but real abilities and readiness for constant development.

By Veronika Gadetskaya, Managing Partner and Executive Search Manager at Support Partners