In Conversation: Gen Z vs. Millennials Shifting Career Aspirations

As the tech industry rapidly evolves, so too do the aspirations, expectations, and values of its workforce. For companies that thrive on innovation, the generational divide between Millennials and Gen Z is not just a passing trend—it’s reshaping how teams collaborate, create, and drive progress. 

Where Millennials sought stability and career growth within structured environments, Gen Z is charting a new path—one that prizes flexibility, autonomy, and purpose-driven work. This shift has given rise to new challenges for organizations as they navigate the expectations of two distinct generations, each with its own approach to career paths, work-life balance, and innovation. 

Zhenya Rozinskiy, CEO of Mirigos, a leading global tech staffing and team optimization firm, has witnessed these generational shifts firsthand. With over 30 years of experience in tech leadership, including roles at Live Nation/Ticketmaster and Experian, Zhenya has built and led diverse teams across Latin America and Europe. He brings a unique perspective on how the values of Millennials and Gen Z influence the future of tech teams—transforming how we work, collaborate, and innovate. 

In this interview, Zhenya shares insights into how these generational differences affect the tech landscape, and how organizations can harness the strengths of both groups to foster productivity, creativity, and long-term success. 

How do you see the career aspirations of Millennials compared to Gen Z, particularly in the tech industry?

Rozinskiy : Great question. Millennials, when they entered the tech industry, were looking for stability and long-term career growth. They valued mentorship, structured development, and a good work-life balance. They wanted to climb the ladder in a more traditional sense. Gen Z, however, is more focused on flexibility and autonomy. They want their work to align with their personal values—whether it’s sustainability, diversity, equity, and inclusion (DEI), or ethical AI. What’s also interesting is that Gen Z tends to lean more into portfolio careers, where they juggle multiple roles—perhaps a full-time job alongside freelancing, side projects, or even content creation. They see their careers more like a mosaic, rather than a single linear path.

That’s an interesting distinction. So, with these different aspirations, how do their work expectations and values differ?

Rozinskiy: Yes, it’s fascinating how those differences play out. Millennials, as I said, are more comfortable with a structured career path and expect mentorship to guide them along that journey. They’re looking for leadership training and professional development programs. Gen Z, on the other hand, is far more independent. They’re eager to learn, but often through self-driven projects or social media communities—places like Discord or TikTok where they can share knowledge and learn from each other. What’s also striking is how upfront Gen Z is about work-life balance. They advocate for asynchronous work and prioritize mental health. For them, it’s about setting clear boundaries and ensuring their work aligns with their well-being from the outset.

So, with these distinct approaches to work, how do you see team dynamics shifting, particularly when it comes to innovation? How does the mix of Millennials and Gen Z impact how teams collaborate?

Rozinskiy: The biggest difference I see in my teams is how each generation approaches innovation and collaboration. Millennials are more inclined toward collaborative problem-solving and structured brainstorming sessions, while Gen Z thrives in rapid iteration, preferring to test solutions in real-time rather than overanalyze. This creates a fascinating tension—when managed well, it leads to breakthrough innovations, with Millennials bringing depth and structure, and Gen Z injecting speed and fresh perspectives. 

Looking ahead, how do you think this generational shift will affect tech teams in the next 5 to 10 years, especially as younger generations reshape career paths and work structures?

Rozinskiy: In the next decade, I foresee a hybrid workforce emerging—one where AI-driven automation works hand in hand with highly adaptable human teams. Gen Alpha, following Gen Z, will likely take remote and AI-enhanced environments as the norm. This will only accelerate the shift toward decentralized, project-based work models, where people might work on multiple projects simultaneously, regardless of location. Career paths will become increasingly nonlinear. The traditional trajectory of climbing the corporate ladder will give way to more flexible, freelance, and digital nomadic opportunities. Organizations will need to rethink how they define career paths, mentorship, and leadership structures as younger generations push for nonlinear career growth and greater digital nomadism. 

With all of this change, how do you approach DEI initiatives, particularly with regard to these generational differences?

Rozinskiy: That’s a crucial point. There’s definitely a generational gap when it comes to DEI. Millennials have been at the forefront of advocating for diversity and inclusion, pushing for systemic changes within organizations. But Gen Z, they expect action—immediate, visible results. They’re not satisfied with just policies; they want to see accountability, tangible outcomes, and representation. For Gen Z, DEI isn’t a side project—it’s a core value. To bridge that gap, you need open, transparent dialogue. Reverse mentorship has become a useful tool—where younger employees educate senior leadership on emerging expectations and help shape the culture. It’s about being proactive, not reactive, in meeting these expectations.

Can you share a specific example where generational differences led to breakthrough innovation in one of your teams? 

Rozinskiy: In one of my tech teams, we saw a breakthrough when Millennials and Gen Z clashed over traditional development cycles vs. experimental, rapid iteration. Millennials preferred structured sprints, while Gen Z pushed for micro-experiments and hackathon-style problem-solving. The solution? We merged both approaches—introducing faster prototype testing within existing agile frameworks, leading to faster product validation and reduced development cycles. 

As technology continues to reshape industries, Chief Technology Officers (CTOs) must navigate the shifting generational landscape within their teams. The traditional career path is no longer the only route to success, as Millennials and Gen Z push for more flexible, purpose-driven roles. To stay competitive, CTOs must foster environments accommodating diverse career trajectories, blending full-time positions with freelance or entrepreneurial pursuits. Both generations bring unique strengths to the table—Millennials value mentorship and structure, while Gen Z thrives on autonomy and rapid iteration.  

At the same time, as DEI becomes an increasingly important focus, Gen Z demands accountability, not just policy, from leadership. Finally, as remote work and AI-enhanced environments become the norm, CTOs must adopt decentralized, project-based work models that emphasize adaptability and collaboration.