A common force driving many productive decisions by workers is the possibility of being perceived as skilled in a certain area of expertise. While such career concerns are a defining feature of many occupations, new technologies that facilitate the flow of information about potential employees, as well as online marketplaces that enable matches between firms and workers, naturally lead these motives to play an even more predominant role nowadays. Studying how markets reward ability is a relevant topic for two reasons. First, it helps to uncover the mechanisms through which workers can build their reputations in labor markets. Second, it helps to evaluate whether market-based incentives induce appropriate productive decisions by workers, thereby contributing to the discussion of economic policy.In traditional models of career concerns (e.g., Holmström 1999; Dewatripont, Jewitt, and Tirole 1999; and Bonatti and Hörner 2017), reputation is understood as a market's belief concerning a worker's unobserved measure of productive ability modeled as an exogenous type (e.g., "talent," either fixed or stochastically evolving over time); the worker's action (e.g., "effort") is in turn a direct input to