It's like a micro team - two people share the role and pay of a full-time job. They alternate working days or weeks, have a proper handover, share tools and communications channels, and keep productivity going full time.
We want to enable a sustainable workforce, where full-time balance in work and life is normal - regardless of the reason. We want to enable this through shared roles (job share). Roleshare is the smart matching site for shared roles. Our goal is to make it easy (1) for people to find a match to share a role with, (2) to find relevant shared roles, and (3) for HR and line managers to set it up. We are not a recruiting company. We are still debating if we should allow flexibility recruiters to post exciting job share opportunities for candidates with us, but we're not crazy about recruiting fees! The matches we surface are based on a number of criteria and because smarter based on your profile entry and engagement. It's our secret sauce! A fun analogy would be think of us as the equivalent of eHarmony but for shared roles.
Bucket loads. Employees get a fulfilling career and role while having extra time back in a week. They also get a buddy that is committed to the success of the role - holding each other accountable, learning from each other, strategizing together, and encouraging each other. Employers get twice the smarts, when typically they settle for one set of skills for a role. They also get more than typical full-time coverage on the role - when one partner is away on leave, the other can keep things progressing. They also retain employees and attract new talent. See our Roleshare Guide section for the 8 Benefits of Shared Roles. And see the general benefits of flexible working from the UK Department for Business Innovation & Skills.
Sharing a role / job share has been around in education, hospitals, and the public sector for ages. Also, many other industries have been doing it, without knowing it. For example, a copywriter and art director at an advertising agency can in many instances stand in for each other; and shift workers that require a handover every day are in many ways sharing a role too.
2001 was when job share was at its peak with over 26% of companies offering it as a perk (Source: inc.com), today 9% of companies in the US offer it as a benefit (source: Society of Human Resources Management). Typical job share arrangements have been lucky matches between people in the same company, with the same need for flexibility, and complementary skills - not scalable. It's a perk that was ahead of its time. Today, approximately 40% of Fortune 100 top companies offer job share as a company perk, but only 0-3% of employees do it. Roleshare interviewed 26 Directors and VPs of HR about job sharing - 62% felt it is too difficult to set up, but 57% said they would use a service that helps set it up. To scale and sustain such a flexible arrangement, companies need the support of HR and enterprise communications technology, which did not exist in 2001. Now is the time.
The term "flexible working" is broad. There are so many use cases. For some telecommuting and remote working is perfectly fine. People who share a role can also work remotely or telecommute.
As for part-time or compressed workweek, there are some advantages to sharing a role. In a roleshare you have:
- Peace of Mind - You have a buddy in the role who's got your back when you're not there.
- Strategic Roles - You can operate at a senior level, without having to take a lesser impact or less strategic role, which can sometimes happen with part-time roles. There are always exceptions, of course.
- Fair Pay - When working a part-time or compressed workweek solo, professionals often times find themselves having to work an extra day anyway because of the demands of the role, but they're not getting paid for that day. Now in a job share, the team communicate regularly even if one person is away, but the onus is not on the person out of the office.
- Keep Rocking - When someone worked in a role in a full-time capacity, and then cut back on hours in that same role, it can feel like a constant chase to compare to your previous self. In a roleshare, each individual can capitalize on her or his strengths and experience - this make working more fun too!
- Career Growth - According to the Modern Families Index 2019, people working part time have just a 21% chance of being promoted within the next three years, compared to 45% for their full time counterparts. In a job share the team operate at full-time capacity, in some cases more if both work 3 days a week, so together could make a strong case for promotion.
Sorry to hear that. The good news is there are many reports and studies that enumerate the financial benefits of flexible working. Here are just a few!
- Less presenteeism, absenteeism, turnover - all of which cost the UK government. According to Deloitte Mental Health and Employers: The Case for Investment, Absence, presenteeism, and turn over costs UK employers £33bn-£42bn each year.
- Strengths-based - Working flexibly allows individuals to play to their strengths which drives more productivity. (Source: HR Director)
- According to the UK Department for Business Innovation & Skills, there are bucket-loads more benefits for companies:
- Improved corporate reputation
- Improved recruitment leading to higher calibre staff and/or fewer unfilled vacancies
- Improved retention rates
- Reduced absenteeism and sick leave
- Improved customer service, more flexible or longer operating hours
- Improved productivity or performance
- Lower salary requirements
- Lower office space and energy costs
- Improved job satisfaction, motivation, engagement or commitment/loyalty
- Reduction or mitigation of the effects of practices such as long working hours, presenteeism or work intensification
- But let me stop here - See the Roleshare Guide for the 8 Benefits of Shared Roles.
This is when one person, already employed by a company, is looking to share her or his role. When companies are looking for job share candidates, it is most often for this type of scenario.
Same as a job share and a roleshare. We like to refer to microteams because that's what it is - it's a tiny team. The success of companies is based on the working dynamic and operations of its teams. This is just another type of team - most, if not all, of the same rules apply. One big difference here is that the microteam is measured together - so you really have a buddy in it with you.
Anyone eligible for hiring, so long as a company supports the arrangement. Roleshare will help surface matches for you to connect with.
To increase the chances of making the best match, after connecting online we suggest meeting up remotely or face-to-face in a public place (safety first!) to determine chemistry. See the Roleshare Guide for tips on discovery, ideation, and planning a roleshare. Anyone new to a company in a job share arrangement will go through normal company hiring processes. If an employee is able to share his or her role, she or he should absolutely be part of the interviewing process. As for performance management, this will be in line with individual company policies. To increase the chances of making the best match, after connecting online we suggest meeting up remotely or face-to-face in a public place (safety first!) to determine chemistry. See the Roleshare Guide for tips on discovery, ideation, and planning a roleshare. Anyone new to a company in a job share arrangement will go through normal company hiring processes. If an employee is able to share his or her role, she or he should absolutely be part of the interviewing process. As for performance management, this will be in line with individual company policies.
That's perfectly fine. You'd follow the procedure set forth by your company in your normal contract. And it should be something you discuss when you develop your Roleshare Plan with potential partners. Some microteams want to be promoted together, for example. Others are happy with either/or - transparency will be key to driving trust. You'll want to include this in your Working Principles. See the Roleshare Guide and templates for Working Principles example.
That's why Roleshare exists. Professionals who want to share a role create a profile. If he or she has received approval to share their current role, they can also list their role for applicants.
Complete your profile to increase your chances of matching successfully.
There is a logic behind the matches we surface, so have a quick look at the profile and decide if you'd like to "connect." Once you connect, we suggest a discovery call or coffee to see if you click. Note: we don't background check, so "safety first!" when meeting any new person.
We want that for you! That depends on three thing:
- Other professionals in your company looking for shared roles, and
- Whether your profiles would align in a roleshare capacity, OR
- If your company, is opening roles to microteam (job share) applicants. BUT you can always create a profile and look for a match regardless, connect, and then
- Apply for new roles, AND/OR
- Schedule a meeting with your manager to pitch this working model with the goal of formally inviting candidates to interview for your half role. See the Roleshare Guide and templates for pitching your roleshare.
You can keep your profile visibility relatively private until you've agreed to connect with someone or decide to apply for a role. After you log in go to your matches dashboard > profile > edit profile where you can edit your visibility. The more visibility, the better your chances of getting "connection" requests and acceptances. We're open to feedback though - so please email us at firstname.lastname@example.org.
You're both entering this working arrangement willingly and, most likely, because you care about your career and want or need more time outside of work (for whatever reason). Don’t let fear stop you from exploring a new way to work. Having different and complimentary strengths is the super power of a roleshare microteam! You can learn from each other, support each other. Start by outlining your principles, see the Roleshare Guide and templates for Operational Model and Working Principle examples.
That can happen. We suggest you handle this the way you would any other team member - communicate, provide timely feedback, try to keep emotions out of it, focus on the desired outcome, work on you (always takes two). And know that if you can overcome the tension - this will likely become a relationship you respect and value more than you would've imagined. We thought this was a useful article about Keeping the Peace in Work Relationships.
There are different ways to split the role. We recommend you follow the Roleshare Guide - Ideation Phase to determine how you might split a role with various matches.
Step 1: Select 1-2 roles you would both love to share.
Step 2: Assign your initials to parts of the job description based on your individual strengths, skills, experiences.
Step 3: Discuss how you might split roles where there is crossover (mirror skills).
Step 4: Discuss how you might split roles where there are unique skills (complementary skills).
Step 5: This was your first roleshare exercise. Discuss how you feel it went together and reflect on it separately.
Some people split roles - like for like (mirror), others are pure complementary but can step in each other's shoes as needed, others do a hybrid. We've interview role sharers who split the role based on "front of the house" and "back of the house." One person might prefer to be customer-facing and the other prefer planning and reporting. We've seen professionals split roles like for like but with unique customer portfolios and geographies. No two rolesharing arrangements are the same - it's whatever works for the microteam and their unique strengths, skills, experiences, and shared vision for the role.
We are looking at ways to help validate profiles, but we don't plan to vet candidates personally. We encourage everyone to practice due diligence and take standard safety measures when meeting a new person. See our Privacy and Terms and Conditions. Other online safety articles:
With your roleshare partner you define the boundaries and ways of working on if/when and how you might be contactable when you are not in the office. To be in a successful job share being flexible in important.
We've put together a Roleshare Guide to help you! Follow the DIPPI steps in the Roleshare Guide (Discovery, Ideation, Plan, Pitch, Interview) and pass on the knowledge when you become a pro rolesharer. A big part of success is super communication. See handy communication resources from Harvard Business Review.
We get it. We're working hard to onboard companies who are forward-thinking and see the real value of the roleshare working model. What we've seen work best is to pitch your line managers to share your role when you have a few solid matches. Why? Because if one of you in the pair already has a role - you have built-in credibility at the company and they'll be more motivate to retain. So give it a go - the worse they can say is "no." And if anything, it might have them think about it. It wouldn't be the first time leaders said "no" to later turn around and say "yes." Follow the steps in our Roleshare Guide and leverage our Roleshare Pitch template. Also, have a look at the list of the Fortune 100 Best Companies to Work For and the UK50 company greats who may offer shared roles in our News Section.
Firstly, you'll create a profile on roleshare.com. We will then match you to other candidates and surface roles. Our goal is to make your application process super easy and smooth - no different than any other role. We're still working that through, but have good things coming! As for interviewing together or separately that will depend on the company and hiring manager's preference. See the Roleshare Guide in the Toolkit for interviewing guidance and templates.
Thank you, please email us at email@example.com
Great - we'd love to help. Please send us an email at firstname.lastname@example.org..
It should not. Job sharing is like a microteam based on complimentary strengths and expertise areas. There is no need for duplication. No need to do individual one-to-ones, partners should be reviewed together, and review each other. They need to be clear on areas of expertise and ownership with themselves, the greater team, customers, vendors, etc. - but each can stand in for the other. See the Roleshare Guide for the Operational Model and Working Principles example.
We're looking for business partners who can help us in our mission to enable a sustainable workforce. Are you any of the below?
- A company looking to help existing employee find job share partners.
- A company looking to retain employees who want or need flexibility in their demanding roles.
- A company looking to open full-time roles to roleshare partners to diversify the talent pool.
- A company that advises and consults other companies on how to operationalize flexible working.
- A company that offers enterprise technology services for workforce management and communication.
If "yes," - we'd love to have you as part of village of movers and shakers. Let's talk pronto monto - email us email@example.com.It should not. Job sharing is like a microteam based on complimentary strengths and expertise areas. There is no need for duplication. No need to do individual one-to-ones, partners should be reviewed together, and review each other. They need to be clear on areas of expertise and ownership with themselves, the greater team, customers, vendors, etc. - but each can stand in for the other. See the Roleshare Guide for the Operational Model and Working Principles example.
Many of the professionals we've interviewed for research are actually in customer-centric roles. Have a listen at some of our podcast interviews with people who shared senior relationship-driven roles at Microsoft, Mastercard, Aviva, etc. At roleshare we think most roles (practically) can be shared - it's more about the people in the role. Education, government, medicine have been doing it many years. We've seen customer-centric job sharers who manage teams. What makes it work is 1. finding a good match 2. making a good plan. Making a good plan takes into consideration how you might split a role - is it a mirror split (like for like), a complementary split (strengths and skills based), or both? What is your operational model? What are your working principles? Check out our Roleshare Guide and templates for planning.
Candidates can apply for roleshare opportunities individually - in which case, they'll be considered for a half job share with other candidates they may or may not have connected with. Candidates can also apply for roleshare opportunities as a pair - in which case, they would elect matches they'd like to apply with.
The same way you would any role. With a few potential differences:
- It's likely part or one of the interview loops would be with both individuals together.
- In the case of a half roleshare, where one partner has a role to share - this person would likely be one of the interviewers AND interviews at some point during the interview loops.
- Part of the preparation work for the interview would be to follow the Roleshare DIPPI Guide including the Roleshare Plan. See the Roleshare Guide and templates for planning.
Similarly to any role on any team, that's up to each company and the hiring manager, and will vary based on industry, experience, role, geography etc. Normally, your salary will be based on the number of days you and your partner work together and your individual split. Part of the consideration when working fewer days is the salary sacrifice that comes with it. Check out the The Salary Calculator for more info. In a number of instances, insurance and other benefits would be based on your pro-rata. And actually, when working in a job share, the ability to do so in senior roles means, though there is a salary sacrifice, the earnings could still be very generous. But it's a personal decision - salary sacrifice, but you could keep career momentum, career stability, and gain more personal time. Also, many Fortune 100 Best Companies to Work For offer health insurance for part-timers. There are also up-and-coming companies who are offering company-like benefits targeted to the gig economy, which could potentially help offset any lost benefits. More to come!
This will vary based on companies, but should be discussed as part of the Roleshare Plan before the interviews. This may very well come up as a question during the interview process. Performance reviews take time for managers and team members, so as you think about your operational model with potential matches, you may want to suggest you'll review each other, and that anyone reviewing your job share will do so as a pair.
This is part of your operational model and working principles in your Roleshare Plan. Your weekly handovers and regular communication will be key. See the Roleshare Guide and templates for Operational Model and Working Principle examples.
Together. Trust is important in a roleshare and there is no room for ego. It's about the success of the microteam.
As with any new hire there are costs. Now, the factor of two doesn't have to cost more per say - some job sharers do 2.5 days each, so the company is still paying 5 days salary vs. 6 days. In the case of 6 days, the company would pay approx. 1.2x the normal salary. Other benefits are normally based on the salary split and pro-rata. Equipment is a minute consideration, if it dare comes up. And if deskspace is tight - remote working is always a possibility. Either way the gain is significant for companies - See the Roleshare Guide for The 8 Benefits of Shared Roles.
This would be handled the same way as any other employee who has access to leave benefits at that company, and based on local government governance. In some cases the partner may agree to increase hours for a period of time, or a short-term job share partner might be hired. Either way, there will more continuity in the role compared to when a solo full-time employee goes on extended leave.
Ah yes. Here are a few of the reasons:
- Rolemodeling - It's important companies encourage their leaders to embrace these working models, and support their own leaders who need this type of flexibility. Employees may not feel comfortable asking for this working model if they don't see their leaders showing by example.
- Line Manager - Heard of the saying "people join good companies, and leave bad managers." Same applies to flexible working. Line managers are either the supporters or blockers to such working models. It's important companies provide resources and reward managers who support the needs of their diverse team members.
- Internal Communication - Companies may offer perks and certain benefits, but unless they clearly communicate and shout about them enthusiastically, employees who want to work this way may feel "alone" and lack the confidence to bring it up.
- Window Dressing vs. Real Purpose - Some companies talk about flexibility and wellbeing, but it's just window dressing, a checkbox. Others, actually execute on proactive programs because they understand the productivity and diversity advantage of such working models. It just depends on the company!
Carry on. Create your profile, find matches, connect with them. Apply for roles and pitch the working model to your company. You never know - you may even want to position it as a pilot, which you plan to prove successful. See the Roleshare Guide and templates for pitching your roleshare.
We don't. We understand it can be a bit daunting for companies to have employees looking for roles, but they'll be doing it anyway - there are many job boards out there. We believe companies that proactively list roles with us and encourage their employees to find job share partners on roleshare.com have a higher likelihood of retaining their employees and growing their diversity pool. If an employee wants to leave - he or she will. Working with roleshare.com might just retain those who'd like to stay in their role, but need extra flexibility.
One could adapt the Roleshare Pitch presentation for C-suite. Spin the message a bit and adapt the messaging to the role the person plays. Here is a fascinating Deloitte insights article about Navigating the C-Suite: Managing Stakeholder Relationships. In it they say, CFOs "usually hunch themselves primarily into the driver or guardian categories, their CEOs primarily into the driver and pioneer categories, the CHRO into the integrator category, and the audit chair into the guardian category." Would also leverage our 8 Benefits of Shared Roles and include general benefits of flexible working from the UK Department for Business Innovation & Skills.
Every roleshare microteam is unique in how they split the work. Part of their initial planning should include an operational model to ensure continuity and clarity for the rest of the team. See the Roleshare Guide for Operation Model examples.
Creating a profile and seeing matches is complimentary, we charge a small fee for candidates to "connect." This is also a way of vetting talent. If your company has a subscription with us, they can offer you a unique promo code, which will give you unlimited "connects." We are continuously learning and testing and this pricing model may change.
Companies pay a subscription fee to list roles and to give their employees unlimited access to roleshare.com