Should technology job applicants name-drop past IT employers?

The lowdown on whether applying for a job in 2026 as an ‘ex’ Googler or ‘former’ IBMer is a tactic to try - or avoid.

Name-dropping has been 'a thing' for years in all sorts of scenarios.

Some people find it crass, others don’t, but there’s no denying that ‘who you know’ counts as much as ‘what you know.’

Is your technology workplace from yesteryear worth mentioning?

It’s also true, especially in the UK technology jobs landscape, that the circles you move in matter; even the circles you used to move in matter.

In the age of personal branding, name-dropping your previous clients or employers on your CV, LinkedIn profile or IT job applications can’t really be dismissed as a totally daft idea, writes Matt Craven, founder and managing director of The CV & Interview Advisors.

The benefits of saying on your CV/application: ‘I’m a former [insert hero brand] techie’

When it comes to technology job-seeking, many would argue that it’s more about what you can do than who you know.

But what if you’ve worked for the likes of Google or Meta? These are clearly leading Silicon Valley giants.

What about IBM? Does having a member of Big Tech impress future employers or prospective clients

In all the above cases, I would say, Yes, it does.

You probably don’t get offered jobs at these multinational technology workplaces unless you are good at what you do.

Granted, it’s super important to articulate what you actually accomplished at these A-list IT employers, but popping a few references to working there in your LinkedIn headline — and even strategically adding a few logos to your LinkedIn profile page — can’t hurt.

Ex-Googlers and former IBMers. Would you NOT put them forward?

Let’s look at it the other way, on the basis that you’re the shy, retiring type of tech job candidate, unsure about flexing your past credentials.

What kind of hiring manager, seeking a top candidate for a top tech job, is going to look at a former Google employee (‘Googlers’ as they’re affectionately known) or a former IBM employee (‘IBMers’ as they’re affectionately known) and, because of citing that past employment, decide they WON’T consider their application?

Would that ruling out be on the grounds of some misguided sensibility?

Maybe the hiring manager doesn’t believe listing where you’ve been, because you need to focus entirely on where you’re going.

One LinkedIn user, Adam Nichols, who clearly doesn’t believe in bringing up past employment ‘flames,’ no matter how head-turning, put it very nicely:

You wouldn't go on a date and start naming your exes.

But I think a technology hiring decision-maker switching off from your application or LinkedIn profile entirely because you name-dropped previous employers would be a somewhat pedantic move on their part!  Even, perhaps, a case of reverse snobbery at its finest.

Frankly, I think totally disregarding a prospective job candidate who’s recently been in the tech department of a top employer, when you’re looking to place a tech person in the tech department of another top employer, is cutting your nose off to spite your face.

Tech job applicants won’t stand out in 2026 by being modest

Still not convinced you should piggyback off prior employers’ tech brand credentials?

Well, we live in an age where it’s all about trust, social proof, packaging, and branding. Everything has to look right.  And remember, your IT job application or CV as a tech worker won’t stand out in 2026 by being modest and understated.

You stand out by identifying your biggest selling points and putting them in front of the right people.

If name-dropping past IT employers, beware style over substance

Where you do need to be careful, however, is in style over substance.

If your only achievement was working for a large technology company, you’re unlikely to see success in the future based on that alone.

And if you worked for a respected brand in tech but only for a few months, a few decades ago, then likewise be careful.

The Holy Trinity

With technologists in particular, I talked a lot in 2025 about what I call the ‘Holy Trinity’ of job application success, which is:

• Skills

• Experience

• Ability

Everyone can create a CV, LinkedIn profile or even an application that talks about the first two — skills and experience. But strangely, few people seem to nail ‘ability.’

The trick is to clearly communicate ‘ability.’

The way to express this third part of the ‘Holy Trinity’ successfully is straightforward.

How to get your tech job CV to scream ABILITY

With a CV, in particular, tech job candidates should pack it out with achievements, outcomes, and business benefits that you delivered.

And if you’ve worked for a ‘big name’ and you’ve smashed it while you were there, then I’d suggest that’s a winning combination!

This potential win-win is especially appealing for tech professionals looking for contract or consultancy work. There’s a certain peace of mind that recruiters, head-hunters and talent acquisition agents will obtain from hiring someone who has already succeeded in world-class organisations — organisations where mediocre isn’t the norm.

So where will name-dropping previous tech employers in 2026 make the most sense? And where should IT job hopefuls rein it in?

Name-dropping prior tech workplaces on LinkedIn? Go for it

On LinkedIn, you’ve got near free rein.

Inserting logos of former employers in your banner and “Experience” section are absolutely fine.

That said, be aware that I know of some technology recruiters who find the overuse of logos in the banner area of an individual’s online profile a bit blunt.

Overall, though, on your LinkedIn profile, mentioning with prominence that you’re ex-Google or ex-Meta is sensible — not just for credibility but also because recruiters may actively search for former employees of those specific, top-tier tech organisations. That may form part of their search criteria within LinkedIn Recruiter.

CVs or résumés is where to be more careful

CVs are where a bit more care is needed. By all means, reference ‘big name’ employers in your Profile paragraph (which goes at the very top of your CV) on page one.

But I’d avoid crass straplines that rely entirely on past employment without adding a strong value proposition.

One of the best ways to handle this is through creating a few case studies on page one of your CV.

How ‘STAR’ case studies make name-dropping look authentic

Write these case studies using the ‘STAR’ methodology.

Using ‘STAR’ (‘Situation, Task, Action, Result’) should naturally ensure you mention prior employers’ names, but in a way that’s contextual and earned, rather than forced.

Go with ‘STAR’ because it allows a degree of name-dropping, but it keeps the focus on what you actually delivered.

So, is name-dropping who you once worked for worth it in 2026?

Overall, there’s nothing wrong with a bit of name-dropping.

If you were good enough to work in IT or Technology for a big hitter, then go ahead and say so! Just make sure you back it up with evidence of your ability, not just your employment history.

For IT job board users, including those using Free-Work, this balance is particularly important. Brand association can help you get noticed, but it’s your achievements and outcomes that will ultimately get you hired.

Is your CV or tech job application name-dropping too much?

If you’d like to sense check your CV or LinkedIn profile, including our take on whether you’ve name-dropped with aplomb or clumsily, Free-Work users can access a free and confidential 1-2-1 CV appraisal.

It’s a great way to make sure your personal brand in the technology job-seeking space will work for you in 2026 rather than against you.