Because of macro-economic changes, organizations are now functioning differently than the classic bureaucracies with their career ladders: rapid technological changes and globalization have their impact on the way a company should ideally work. The work organization is being increasingly characterized by a less hierarchically organized structure with more autonomy and responsibility for each employee but also by ever greater demands on the employee, who has to be able to work flexibly in an everchanging organization. As a result careers are changing. Several new concepts have been formulated that attempt to grasp the complexity of modern, flexible careers as a response to the changed organization of companies and the demands that employees have to meet. One of the pioneers of the non-linear career models is Douglas T. Hall. In 1976, he discussed the ‘protean’ career. Other concepts that were used are: the ‘transitory’ and ‘spiral’ career, the ‘career-resilient’ workforce or the ‘portfolio’ career. Another concept is that of the ‘boundaryless career’ first used by Arthur and Rousseau, which emphasizes the boundary crossings that employees make during their careers: boundaries between functional areas and between organizations. The following of a career ladder within one single organization or company is replaced by an apparently goal-less pattern of career steps that extend over various organizations. However, the concept of a boundaryless career is misleading for, in the flexible career form that it describes, boundaries have not disappeared. The boundaries between organizations and between functional domains have become less rigid; crossroads have developed across boundaries that previously were well sealed. Therefore, we will use the concept of ‘nomadic career’ as a synonym for the boundaryless career. This paper focuses on the empirical validation of the concept of the ‘nomadic career’. The paper answers the following research questions: (1) to what extent does the nomadic career exist in the Flemish ...