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Under New Jersey law non-competes signed at hire are still enforceable regardless of the changes in employment. A.T. Hudson & Co. v. Donovan, the court held that a non-compete signed at hire was supported by adequate consideration (524 A.2d 412, 415 (N.J. Super. Ct. App. Div. 1987)); Hogan v. Bergen Brunswig Corp., the court held that an employee's continued employment for three years after signing the noncompete was adequate consideration (378 A.2d at 1167). This doesn't necessarily mean you are bound by the non-compete, because non-competes have several elements of judgment in regard to their enforceability. Ultimately though the employer attempting to enforce it must show that the agreement is necessary to save a protected business interes - i.e. customers, trade secrets, business processes or proprietary information. If your position is one where you don't have access to or develop any of these, the employer will have a difficult time enforcing it. I would though inform this new employer of the agreement and get their approval before jumping ship, because if you don't you are exposing them to unknown liability. Likewise as you point out, you personally will not be competing, but this may depend on exact language of the non-compete.