Hiring employees in agriculture has become more common during the last forty years, especially permanent employees. Despite the increasing importance, precarity characterizes the socioeconomic status of employees in farms. This condition is against stable employment of hired workers and improve turnover in farms. However, developing employees' career and providing attractive working conditions are essential to retaining employees working in farms and decrease turnover. In this sense, modeling the changes on employees' career and the changes on farms can provide an overview of the links between them, since the previous studies considered these two elements separately. Based in the advances in the literature in livestock farming systems and human resources management, we developed and tested an original model linking the evolutions on employees' career with changes in livestock farms. This is a new way to represent changes, since it is not structured by a timeline, but rather by a set of elements in which the analysis is based: 1) three dimensions of employees' career-tasks assignment, specialization/versatility, autonomy; 2) the drivers of changes related to the farm, the team, and the employee himself ; 3) three rhythms of evolutionsprogressive, sudden, stable. The capacity of our model to represent the diversity of careers evolution was tested in five types of career evolution of employees working in dairy farms in Auvergne, France. Our model can be used by researchers to better understand trade-offs between human resources management and livestock farms characteristics in order to better understand the how motivate employees either to stay working in the farm or leave the farm according to changes in working conditions overtime.