Revenge Quitting in 2025: Media Hype or a Workforce Revolution?

December 11, 2024

As whispers of "revenge quitting" echo through workplaces, one question stands out: is it just another buzzword, or does it mark a real shift in how people will approach their careers in 2025? Driven by burnout, toxic workplace cultures, and limited growth opportunities, employees are rethinking their career paths and signaling their readiness for bold moves.

A recent Glassdoor study reveals that 65% of professionals feel "stuck" in their roles, even as quit rates drop to their lowest since June 2020. This data highlights a workforce eager for change, presenting both challenges and opportunities for businesses striving to attract and retain top talent.

Semrush analyzed global search behavior and career platform traffic, including generational breakdowns, to uncover evolving dynamics in how people approach their careers. The findings offer insights into the emotions, behaviors, and motivations shaping today’s workforce and the platforms they rely on to navigate their career journeys.

A New Era of Job Searches: Global and U.S. Trends

Search data reveals a workforce rethinking priorities and exploring new opportunities. Globally, searches for “mass resignations” surged by 233.3%, pointing to a growing interest in workplace transitions and career changes. At the same time, “jobs near me” averaged 4.89 million monthly searches in 2024, showing the continued demand for stability and local opportunities.

In the U.S., this shift is even more apparent. Searches for “how to quit a job” averaged 10.3K per month in 2024, while “quiet quitting” saw 21.5K monthly searches, reflecting changing attitudes towards work. Similarly, searches for “quitting silently” surged by 421.1% during this period. Searches for “toxic workplaces” also jumped by 488.2%, signaling a growing need for employers to foster supportive and positive work environments to attract and retain talent.

Even niche phrases like “what to do if you hate your job” spiked by 18.8% between September and October 2024, emphasizing a growing trend: workers aren’t just dissatisfied, they’re actively seeking solutions.

Where Workers Go Next: Traffic Insights

This shift in worker attitudes is driving significant activity on career websites. In the U.S., LinkedIn continues to dominate, attracting 484 million visits in 2024. Indeed follows with 228 million visits, while regional players like ZipRecruiter (33 million visits) and Glassdoor (29 million visits) capture their share of traffic. The rising demand for career transitions and solutions highlights the critical role of these platforms.

LinkedIn’s global reach, with an impressive 1.7 billion average visits in 2024, solidifies its position as a leader in professional networking. Regional platforms like ZipRecruiter and Glassdoor, however, play an important role in addressing localized needs. For businesses, understanding where workers are searching provides key opportunities to align hiring strategies with shifting workforce dynamics.

Generational Insights: How Job Seekers Search for Opportunities

Younger generations remain highly active across career websites. Semrush data revealed Gen Z (18–24) and Millennials (25–34) account for nearly half of users on LinkedIn and Indeed—48.5% and 50.2%, respectively—showing their reliance on these platforms for professional growth.

For Gen X (35–54), structured platforms dominate. ZipRecruiter leads with 34.1%, followed by LinkedIn (32.3%) and CareerBuilder (31.9%), reflecting their demand for streamlined tools and clear career pathways.

Boomers (55+) also remain a vital part of the workforce. Platforms like ZipRecruiter (20.8%), Glassdoor (19.9%), and LinkedIn (19.3%) cater to their needs with accessible tools and tailored opportunities, keeping this experienced demographic engaged.

Workplace Shifts Across Borders: Insights from Brazil and Spain

While platforms like LinkedIn and Indeed dominate in the U.S., regional players are shaping the job market in powerful ways. In Brazil, Gupy.io attracted 32 million monthly visits, while Infojobs.com.br captured 13 million. In Spain, InfoJobs.net stands out as a key destination for job seekers focused on local opportunities.

But traffic is only part of the picture. Search trends reveal what really matters to workers in these regions. In Spain, public sector roles like “policía nacional” and “economista” top searches, reflecting a strong cultural focus on stability and government careers. In Brazil, searches for “caixa” (cashier) and “psicólogo” (psychologist) highlight the dual impact of economic challenges and a growing emphasis on mental health.

From platform preferences to search behavior, the job market is as diverse as the workforce driving it. Yet, whether in Spain or Brazil, one consistent priority is emerging: the demand for flexibility in how and where people work.

The Rise of Remote Work: A Lasting Shift

Despite many companies pushing for a return to the office, the demand for remote work remains strong. Global searches for “best staffing agencies for remote jobs” soared 2,983% year-over-year in October 2024. Since the pandemic, searches for “where to find remote jobs” have risen by 823%, showcasing an enduring preference for flexibility and work-life balance.

Navigating the "Revenge Quitting" Era: How Businesses Can Thrive

The rise of "revenge quitting" is a wake-up call for businesses to evolve. Flexibility, inclusivity, and growth opportunities aren’t just nice-to-haves anymore—they’re must-haves for attracting and keeping top talent.

For companies looking to stay ahead, tools like Semrush Traffic Analytics provide the insights needed to refine recruitment strategies and connect with the right candidates. By understanding workforce expectations, businesses can create environments where employees feel supported, empowered, and excited to grow.

As employees actively seek roles that align with their values and career aspirations, the challenge for businesses is clear: adapt to these shifts or risk falling behind. The future of work isn’t coming—it’s here. Companies that adapt today will lead tomorrow.

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