Abstract Purely individualistic approaches to careers are contrasted with organisational human resource strategies related to career management. It is argued that individual and organisational interests can be reconciled by means of repeated negotiations of the psychological career contract, and that such negotiations constitute the organisational career. However, many organisations cannot currently offer a broad range of career contracts because they are of one particular strategic type; others cannot reliably offer one at all, since they are in the process of shifting from one strategic type to another; while others again are in reactor strategic mode as a result of recession. It is concluded that it is difficult but not impossible for the individual to discover an organisation where satisfactory negotiations can be enjoyed.