Understanding the Role of Age in Job Applications

Marsha was in her 50s and hoping to make a career pivot. "Have I got chance?" she asked me. I'll tell you what I told her: Ageism in the job market is real. But, if you are prepared, you can overcome the obstacles. It had been years since she'd applied or interviewed for a job. We worked together on her resume, LinkedIn, networking, and interviewing to package her for the job she wanted. When she called to say she'd gotten an offer for a great new job in pharma, with a 30% pay increase, I was jumping up & down!! I want to be clear that this was not easy. It took a lot of focus. Here is the multi-pronged approach we worked on together: 🎯 Resume Strategy: ↳ Focus on impact ("Delivered $2M in savings" vs "25 years of experience") ↳ Go back no more than 15 years  ↳ Highlight current technical skills, leave off old ones ↳ Take the graduation year off all degrees ↳ Contact info should include only city, state (no street address) ↳ Ditch the AOL, and hotmail email addresses; they date you 🌐Networking Strategy: ↳ Reconnect with former colleagues & give them an update ↳ Practice talking about your skills and abilities ↳ Speak to others who've successfully overcome the age barrier ↳ Make sure your LinkedIn profile follows best practices ↳ Work toward 500+ connections ↳ Post and comment on LinkedIn weekly 🏢 Employer Strategy: ↳ Target 40-50 companies with age-diverse cultures ↳ Talk to people in similar roles & ask about key skills ↳ Ask HR/recruiters about their hiring process ↳ Follow each employer on social media to learn priorities 💡 Interview Strategy: ↳ Lead with energy and genuine interest ↳ Show you've done your research with deep preparation ↳ Be ready with stories that include cross-generational work ↳ Share examples of your adaptability and growth mindset ↳ Talk about new skills you've built and show you're on top of trends ↳ Communicate your experience working with diverse people 🤵🏼Personal Strategy: ↳ Take additional courses & certifications to keep your skills fresh ↳ Stay current in your field with podcasts and social media ↳ Make reasonable adjustments to your appearance ↳ Clothes should fit well and be current, but not "trendy" ↳ Avoid language that "dates" you (ask a trusted younger friend) Remember: You're not "overqualified" You have battle-tested wisdom. That, along with these strategies, will set you up as a strong candidate! ♻ Repost to help people who are facing ageism in their job search 🔔 Follow Sarah Baker Andrus for more strategic career insights

Here’s something I’ve seen happen far too often for 'OLD' job seekers… A resume client I worked with was a CFO with 30+ years of experience who found herself laid off. She had an incredible track record, leading $500M budgets, streamlining operations, and transforming underperforming teams. But when she started applying for jobs, the silence was deafening. No replies. No interviews. No traction. And when she finally got feedback from a recruiter... ➜ They said: “You’re overqualified. Companies are looking for someone who can grow with the role.” Translation? AGEISM. She was heartbroken. “I feel like my age is the one thing I can’t fix,” she told me. “Do they even see what I can bring to the table?” Here’s what we we did to get her hired: 1) We changed how she talked about her experience. Instead of listing her 30+ years of accomplishments, we focused on her most recent, relevant successes. For example: Instead of “Led $500M budgets over three decades,” we wrote: “Delivered $100M in annual cost savings by streamlining financial operations across global teams in the past 3 years.” This made her experience feel current and actionable. 2) We reframed her LinkedIn profile. We shifted the narrative from “seasoned executive” to “strategic leader who develops the next generation of talent.” She highlighted her mentorship, adaptability, and ability to guide teams through rapid change, things hiring managers value, regardless of AGE. 7 weeks later, Linda landed a remote CFO role at a tech company. The hiring manager wrote her an email when extending the offer and said, “Your leadership skills and adaptability stood out to us immediately.” Here's what I've noticed about AGEISM in the job search: It’s real, but it doesn’t define you. The key is to reframe your experience, focus on what’s relevant, and show companies why you’re the perfect partner for their goals. If you’ve ever felt like your age was holding you back, remember this: It’s not about what’s behind you, it’s about what you can do next. SELL YOUR STORY & FORGET ABOUT YOUR AGE! :) #Resumes #Ageism #ExecutiveCareers #CFOs #CSG #GetHired

It is so frustrating to be judged based on your age. In a highly competitive job market, my older clients are expressing their increased frustration with the misconceptions that they lack adaptability and energy, or that they'll retire soon. According to a recent AARP Survey, about 64% of workers aged 45 and older believe that age discrimination impacts their job search. Ageism is very real and continues to challenge experienced professionals in their job search! Here are specific strategies to apply in the resume, cover letter, and interview to divert the hiring manager away from your age and toward the reasons why you are a good fit for the job. 1. 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐈𝐦𝐩𝐚𝐜𝐭, 𝐍𝐨𝐭 𝐓𝐞𝐧𝐮𝐫𝐞. Rather than listing "30 years of experience," highlight recent achievements that demonstrate the positive outcomes you have achieved. 2. 𝐂𝐥𝐚𝐫𝐢𝐟𝐲 𝐘𝐨𝐮𝐫 𝐌𝐨𝐭𝐢𝐯𝐚𝐭𝐢𝐨𝐧 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐑𝐨𝐥𝐞 𝐋𝐞𝐯𝐞𝐥. If you're applying for a mid-level role despite having executive experience, explain why. You could say, “I’ve reached a place in my career where I want to apply my expertise to help grow a high-potential startup.” 3. 𝐀𝐬𝐬𝐮𝐫𝐞 𝐨𝐟 𝐋𝐨𝐧𝐠-𝐓𝐞𝐫𝐦 𝐂𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭. Employers may worry about your longevity. Speak directly to your excitement about the work and express your dedication to staying with the company. Example: “My passion for this field remains strong, and I’m excited to contribute for years to come.” 4. 𝐃𝐞𝐦𝐨𝐧𝐬𝐭𝐫𝐚𝐭𝐞 𝐂𝐮𝐫𝐢𝐨𝐬𝐢𝐭𝐲 𝐚𝐧𝐝 𝐎𝐩𝐞𝐧𝐧𝐞𝐬𝐬 𝐭𝐨 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠. Emphasize your willingness to learn, signaling adaptability and motivation to stay current. Mention recent training, certifications, or other learning efforts relevant to the role. 5. 𝐒𝐭𝐚𝐲 𝐇𝐮𝐦𝐛𝐥𝐞 𝐚𝐧𝐝 𝐎𝐩𝐞𝐧-𝐌𝐢𝐧𝐝𝐞𝐝. Communicate a willingness to learn from others, including younger team members. This can help disarm biases about older workers being “set in their ways.” 6. 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐞 𝐘𝐨𝐮𝐫 𝐓𝐞𝐚𝐦-𝐎𝐫𝐢𝐞𝐧𝐭𝐞𝐝, 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐯𝐞 𝐌𝐢𝐧𝐝𝐬𝐞𝐭. Describe projects where you worked in a supportive role, even if you held a leadership position. Emphasize that you’re comfortable in team settings and value collective success. 7. 𝐑𝐞𝐢𝐧𝐟𝐨𝐫𝐜𝐞 𝐕𝐢𝐭𝐚𝐥𝐢𝐭𝐲, 𝐏𝐚𝐬𝐬𝐢𝐨𝐧, 𝐚𝐧𝐝 𝐄𝐧𝐞𝐫𝐠𝐲. In your resume, cover letter, and interviews, use words like “agile,” “driven,” “passionate,” “flexible,” “innovative,” and “committed” to demonstrate energy and stamina. 8. 𝐃𝐞𝐦𝐨𝐧𝐬𝐭𝐫𝐚𝐭𝐞 𝐂𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭 𝐭𝐨 𝐭𝐡𝐞 𝐂𝐨𝐦𝐩𝐚𝐧𝐲’𝐬 𝐅𝐮𝐭𝐮𝐫𝐞. Ask for equity in the company. Expressing interest in equity shows a commitment to the company's success over time. This signals a desire to be invested in the organization for the long term.

💼 Jobseekers Over 40: Ageism Is Real — But So Is Your Value. If you’re an experienced professional struggling to land interviews or pivot careers, you’re not alone — and you’re not finished. Age bias exists, but with the right strategy, you can compete in today’s job market. Here’s how to fight back with purpose: ✅ 1. Trim the Resume Fat You don’t need to include every job. Focus on the last 10–15 years. Remove graduation dates and early roles unless they’re relevant to your pivot. ✅ 2. Speak the Language of Today Use modern job titles and keywords that align with current trends. Update your tech stack and terminology — even if you’ve done the work, it must sound current. ✅ 3. Show You’re Coachable Demonstrate curiosity, growth mindset, and openness to change. Hiring managers worry that experience = stuck in your ways. Dispel that early. ✅ 4. Upskill & Reskill Strategically Certifications, online courses, or even short-term contract work in a new field can help reposition you. It’s never too late to adapt. ✅ 5. Emphasize Impact, Not Tenure Years don’t sell — results do. Quantify achievements, lead with outcomes, and show you’re still driving value, not resting on past wins. You bring something younger candidates don’t: maturity, insight, resilience, and perspective. The goal is to lead with relevance and minimize assumptions. 💬 If you’re navigating this stage and feeling stuck, you’re not alone. Let’s keep this conversation going — what challenges have you faced with ageism or career change? #jobsearchtips #careerpivot #ageism #resumetips #over40andhired #careercoach #linkedin

✨ Overcoming the Fear of Being “Too Old” in Your Job Search A client recently asked me, “Should I alter my look before interviews to cover up my age?” This is one of the biggest fears I hear from experienced job seekers. They wonder, Am I too old to get hired? Ageism in the job search is real, but while we can’t control every bias, we can control how we show up, position ourselves, and confidently communicate our value. I do NOT recommend changing your appearance, but rather you show up confident, show your expertise, and be your authentic self! How to Handle Age-Related Concerns in Your Job Search: 🔹 Own Your Experience as a Strength Your years of experience are a competitive advantage! Companies need leaders, mentors, and problem-solvers. Instead of saying ❌“I’ve been in the industry for 25 years,” say, ✅“I bring 25 years of experience in solving complex challenges, leading teams, and mentoring future leaders.” 🔹 Showcase Adaptability & Growth One stereotype older job seekers face is being "stuck in their ways." Prove that wrong! Highlight new skills, certifications, and examples of how you’ve led change. Hiring managers want people who evolve with the business, show them that’s you. 🔹 Focus on Impact, Not Just Years Companies care more about what you can do for them today than how long you’ve worked. Show how you’ve driven revenue, cut costs, improved processes, or built strong teams. Frame your experience around their needs and make it clear YOU are the solution to their problems. 🔹 Control the Narrative in Interviews Address age concerns proactively: ✔️ If they assume you’re overqualified, explain why this role aligns with your goals. ✔️ If they think you’re not tech-savvy, highlight the tools and systems you’ve worked with. ✔️ If they worry about adaptability, share examples of how you’ve successfully led or navigated change. 🔹 Leverage Your Network Many roles are filled through referrals, which can help bypass unconscious biases. Reconnect with former colleagues and industry connections. You never know where the next opportunity may come from! Your Experience is an Asset. Own It. 💪 You are not too old. You are experienced, valuable, and needed. Need help refining your job search strategy, resume, or interview prep? Let’s showcase your superpowers! ➡️ Follow me, Alyssa, for more insights! #CareerCoaching #JobSearch #AgeismInHiring #CareerGrowth #RiseUpCareerCoaching

By the time you hit your mid-40s, you've got experience, built a reputation, and probably seen more corporate nonsense than you ever expected (C'mon now be honest)! So you think you've learned a trick or two. But the game changes fast once you cross that magic threshold where you're no longer the "rising star" but the "seasoned veteran." Suddenly, you’re too experienced, too expensive, or too set in your ways. Your success could make you a target, and by now, your life is complex. You’re either supporting kids in college, managing aging parents, or finally hitting your stride in your career. And then the layoffs start. Here’s how it plays out: - Job cuts? Higher salaries go first. - Promotions? The company “bets on youth.” - New job search? If your résumé hints that you're over 50, good luck getting a call back or callback. And the worst part? You don’t see it coming until it’s already happened because you've had your head down trying to do a good job. Now WAKE UP! This means you need a strategy before you need a job. Well two actually. We’ve all seen the quiet age-hiding strategies—leaving dates off your résumé, dressing younger to “fit in,” dodging age-related conversations at work. Enough of that. I keep hearing that advice and, aside from being disingenuous, it's not you. Hiding your experience is the fastest way to make it look like a liability. - If you’ve built teams, say it. And say how. - If you’ve scaled businesses, show it. And show the results. - If you’ve led through crises, own it. And talk about how you made it through. Be loud about your value. No one else will. If you're 45+, you need a proactive career strategy. Always! Play Defense: Protect Your Current Role - Enhance Your Value. Stay at the top of your game—whether that’s mastering AI, refining leadership skills, or driving key projects. - Make Yourself Visible. Regularly meet with decision-makers, take on strategic work, and ensure leadership sees your contributions. - Document Your Wins. Track your impact and make sure people know what you bring to the table. Play Offense: Always Have Options - Actively Network. Keep talking to people—colleagues, former bosses, new connections. - Target Companies in Growth Mode. Always have a shortlist of companies you'd love to work for. - Stay Interview-Ready. Whether you need a new job or not, practice telling your story. - Upskill Relentlessly - Get Smarter About Tech. AI won’t replace you—but someone who knows how to use AI might...or will. Right Pete Sena? - Strengthen Your Leadership Game. The best leaders keep evolving. Take the damn course. - Learn What’s Next. Stay ahead of industry trends. - Consider Entrepreneurship (Even If It’s Just a Side Play for Now) What business could you start tomorrow if you had to? What services could you package based on what you already know? The fastest way to own your future is to own your income. Be the hunter or be the prey. Your call. Graymatter

In your 30s you’re celebrated as ‘seasoned’ and ‘on the rise.’ By 50, it’s like your resume should come with a museum tour guide. Ageism in recruitment is the elephant in the interview room, and the sad part? Everyone pretends not to see it. HR loves to talk about “diversity,” but they mean the kind you can post on Instagram. Experience? Gray hair? Wrinkles earned from surviving 20 years of budget cuts and “urgent” all nighters? That kind of diversity makes them shuffle papers awkwardly and say, “We’re looking for a cultural fit.” But here’s the punchline, age doesn’t make you outdated, it makes you dangerous. You’ve survived enough bad bosses, failed mergers, and workplace fads to fill a Netflix series. You were there when “open office space” was sold as the key to collaboration, only to discover it was just a fancy way to make sure everyone heard Dave from accounting chew his granola bar. You were there when “synergy” was the buzzword, when fax machines ruled, and when email was supposed to “save time.” And through it all, you adapted, learned, and carried teams that would’ve otherwise collapsed like a Jenga tower in a hurricane. Meanwhile, the job market acts like turning 50 means you suddenly forget how to use a spreadsheet or that you think TikTok is a brand of breath mint. Let me tell you, if you’ve made it to 50 in corporate life, you don’t just know how to keep up, you know how to stay alive. You’ve mastered resilience in ways no onboarding seminar can teach. You know the difference between a real emergency and a VP panicking because the logo on slide 12 is slightly off center. And here’s where the emotional gut punch lands, behind every older job seeker is someone who’s given decades of loyalty, built companies up, led teams, and poured themselves into work that mattered. Then suddenly, they’re told they’re “overqualified” a polite way of saying “too old, too expensive, too real.” It’s heartbreaking because the very qualities companies claim to crave, stability, leadership, perspective are the exact ones they overlook when it comes neatly packaged in a 50 year old human being. But let’s flip the script. Age isn’t a liability, it’s compound interest. Every setback, every late night grind, every reinvention, you’re carrying a playbook of wisdom no AI tool, no Ivy League intern, no six week certification course can replicate. That’s not baggage, that’s firepower. So yes, ageism is real. It’s frustrating, demoralizing, and downright insulting. But here’s the truth that corporate America doesn’t want to admit: the people they’re overlooking are the very ones who know how to keep the ship steady when the storm hits. The people who’ve seen it all, survived it all, and still show up with grit, humor, and heart. Because if experience has taught us anything, it’s this: jobs come and go, industries rise and fall, but resilience, that never ages out. And if recruiters can’t see that, maybe they’re the ones past their prime, not you.

In some of my recent coaching engagements, I have been working with professionals in their late 50s and early 60s who are navigating career transitions. In several instances, these clients faced mandatory retirement ages. Some worry the market only values youth. Others hesitate to reach out to their networks, fearing it looks like they are asking for favors. A few admit that interviews leave them feeling “not the right cultural fit,” and this is often a proxy for age bias. But here is the truth. Your age is not a weakness. It is your greatest ASSET. What you bring to the table is not just years. It is perspective, resilience, and wisdom that only time can shape. You have led teams, overcome setbacks, embraced change, and helped others grow along the way. That depth is rare, and it is needed more than ever in a world hungry for steadiness and insight. Here are 10 truths for seasoned professionals redefining their next chapter: #1. There is still plenty of tread left on your tires. Energy and curiosity do not expire at 60. #2.  The skills you honed in client service and leadership roles are assets the market deeply values. #3.  Promoting yourself should not feel unnatural. You have been doing it in one form or another your entire career. #4. Employers crave perspective. The judgment you bring only comes from lived experience. #5.  Career relevance is not about age. It is about impact. If you consistently create value, you remain relevant. #6. Relationships built over decades are not just contacts. They are your greatest advocates. #7. The ability to adapt, embracing new technologies, ways of working, and fresh challenges, matters more than ever. #8. Your leadership is not just about titles. It is about the teams you have grown and the people you have lifted. #9. A career that looks impressive from the outside is one thing. A career that feels meaningful on the inside is another. #10. This chapter is not about starting over. It is about building on the foundation of resilience, wisdom, and purpose. Your age is not a weakness, and your experience is not baggage. It is your greatest advantage! The market is hungry for exactly what you bring.