How Age Affects Career Progression

♦️The Invisible Years♦️ I shared a post on aging a week ago, it has had over 125,000 impressions. A topic that obviously needed to be given a voice. I’ve heard from so many of you who shared a common struggle: finding a role when your 50+ is extremely difficult. These women and men have incredible resumes, years of leadership experience, and proven track records. And yet, they feel invisible—overlooked for roles they’re more than qualified to fill. I’ve experienced it first hand. When I was 54, I was laid off for the first time in my life. I didn’t think it would be difficult to find another role—I had the qualifications, the experience, and a strong network. But what I didn’t expect was how much my age would work against me. At one point, I removed the dates from my resume —anything that could hint at how long I’ve been in the workforce. Almost immediately, I noticed a difference. I got more callbacks, more interviews. But then, when I met people in person or on Zoom, the responses changed. I started getting ghosted or told they were “moving in another direction.” And I’m not alone. Research backs up what so many of us are experiencing. • A study by the Federal Reserve Bank of San Francisco found that older job applicants receive significantly fewer callbacks than younger ones. Older women, in particular, face even steeper challenges than older men. • The U.S. Equal Employment Opportunity Commission (EEOC) highlights this issue as well, reporting that older workers represent less than 5% of new hires at most organizations. The bias is pervasive, and it’s soul crushing for those of us who have so much left to contribute. Why is this happening? Some of it is perception. There’s a false narrative that older professionals aren’t as adaptable, innovative, or tech-savvy as younger candidates. But that couldn’t be further from the truth. We’ve adapted to more change in our careers than most younger professionals —whether it’s technological evolution, economic shifts, or cultural transformation. But the reality is stark: Experience is often viewed as a cost rather than an asset. And the result is that highly capable professionals, particularly those over 50, are sidelined in favor of younger, less experienced candidates. This isn’t just a personal frustration—it’s a systemic problem. Companies are losing out on diverse perspectives, institutional knowledge, and mentorship that experienced professionals bring to the table. If we don’t challenge this bias, we’re perpetuating a culture that devalues people at the peak of their careers. I’m calling on leaders and decision-makers to take a hard look at hiring practices. Let’s stop ghosting qualified candidates because of their age. To anyone out there feeling this struggle, you’re not alone. To those who’ve overcome it, I’d love to hear how you broke through. ⬇️ Let’s keep this conversation going—because the more we speak out, the harder we are to ignore!

If you don’t grab a serious opportunity by 46, there’s a strong chance you’ll be pushed into early retirement by 52. Not by choice— but because the system will quietly stop picking your resume. It’s sad. It’s unfair. But it’s very real. I’ve been in leadership hiring for 25+ years. And every time I forward a capable, experienced candidate aged 50+, the response from HR is almost always the same: “Let’s hold for now.” “Maybe too senior for the role.” No response at all. Meanwhile, reports say human life expectancy is increasing. People are living longer, healthier lives. But strangely, the professional shelf-life hasn’t moved an inch. Why? Because we’ve been conditioned to rely on our resumes to open doors. But after a certain age, your resume alone stops working. So how do you stay relevant? If you want to keep getting hired after 50, you must start building your network like your career depends on it—because it does. Make people remember your name. Be present in industry circles, offline and online. Join forums, write, speak, mentor, and stay visible. Build relationships where you are seen as a business enabler, not just a job seeker. Because while HR may pause at your age, decision-makers won’t—if they know you and trust your value. This isn’t about being social. This is about survival. The future belongs to those who are known, respected, and remembered. Don’t wait for your resume to do the talking. Be in the room. Stay in the game.

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

“At my age, I shouldn’t be confused about my career.” I hear this a lot from women who’ve been in similar roles or in the same industry for years. Other thoughts that creep in: “I’ve been doing this kind of job all my life, why would anyone hire me now to do something else?” “I’m too old to make a career move.” The reality is: your experience isn’t a limitation. It’s an asset. Your working years have given you: → Depth of knowledge others can’t compete with → Transferable skills that fit across industries → The resilience and perspective to thrive in new environments As a career coach, I help women see their careers differently so they can land the jobs they actually want. When we work together: → You will learn to reframe your years of experience as proof of expertise and value → You will be positioned for roles you once assumed were out of reach → You will build the confidence and strategy to secure new job offers, often at salaries higher than you thought possible The real challenge isn’t your age. It’s the belief that career moves are only for people earlier in their journey. This isn't true. You can make a career move at any stage. You’re not too old to change careers. You’re too experienced to stay where you’re not valued.

I looked at a client's resume recently and thought "Holy shit, this guy's impressive." Two decades of marketing leadership at Nike and Estée Lauder. Led teams across three continents. Moved from Mexico to Europe to North America. Built global brand strategies with eight-figure budgets. Then I got on a call with him. Seven months into his job search. Hunting for a $300K marketing director role. And the energy? Flat. Defeated. Almost apologetic. Here's what he told me: "I'm worried companies see me as too senior. Too expensive. Too old." I stopped him right there. "You're hiding your biggest asset. Your experience isn't a liability – it's exactly what makes you worth $300K." This isn't unique to him. I see this pattern constantly with professionals over 45. Brilliant careers. Proven track records. But somewhere along the way, they started believing the ageism narrative so deeply that they're selling themselves short before anyone else even gets the chance to reject them. The reality? This guy bombed a final-round interview at a major beauty brand because he wasn't prepared with structured STAR stories. Not because of his age. Because of preparation. He's been grinding for seven months without a clear strategy. Not because of his age. Because he hasn't been doing the networking that actually works. Here's what I told him – and what I'm telling you if this resonates: ⏩ Stop hiding your experience like it's a liability. That global leadership? That's rare. Those decades managing teams across cultures? That's valuable. Frame it as "I've seen what works across markets and what doesn't" not "I've been around a long time." ⏩ Start Just 5 Chats this week. Five networking conversations every week with people at your target companies. Not to ask for jobs. To learn, to build relationships, to earn advocates. You need someone on the inside saying "This person gets it" when roles open up. Your 20+ years of relationships is an advantage here, not a disadvantage. ⏩ Prepare like a pro, not like someone who thinks they're owed the job. Develop 20 STAR stories from your career that demonstrate results. Companies don't care about your tenure – they care about whether you can solve their problems. Show them you can. Nobody's going to care about your career as much as you do. Not recruiters. Not hiring managers. Not even well-meaning friends. Seven months is too long to keep doing the same thing and expecting different results. Your age isn't the problem. Your energy, your strategy, and your framing are the problems. And those? You can fix today. For those of you over 45: How have you successfully reframed your experience as an asset rather than a liability? What specific language or examples have you used to turn age into an advantage?

56% of full-time workers in their early 50s are pushed out of their jobs before retirement. This statistic should be a wake-up call for all of us in talent acquisition & HR! Ageism in the workplace is a harsh reality that we can no longer ignore. In my years of recruitment, I've seen firsthand how this bias affects individuals and organizations. Let's break down why this is happening and what we can do about it: ➡��� Older workers are often more experienced and expensive. Companies looking to cut costs may opt for younger, cheaper talent— a short-sighted strategy that overlooks the value of experience. ➡️ The trend of flattening hierarchies disproportionately affects middle managers in their 50s, eliminating roles they've spent careers working towards. ➡️ There's a perception that older workers with family obligations work less. This ignores the efficiency and focus that come with experience. The impact of early, unplanned retirement is significant: -Loss of expected income years -Reduced savings potential -Earlier draw on retirement funds -Potentially lower Social Security benefits While the average expected retirement age is 66, the 'actual' average is 62. This 4-year gap can make or break retirement plans! As industry leaders, we need to address this issue head-on: -Implement age-blind hiring practices -Create mentorship programs that value experienced workers -Offer flexible work arrangements for all age groups -Provide ongoing training to keep skills current -Educate hiring managers about the value of age diversity Leaving experienced workers behind will result in losing valuable perspectives, skills, and knowledge. What strategies have you seen work in combating ageism in the workplace?

The invisible career limiter after 45: It's not your skills. Not your experience. Not your work ethic. It's perception. I watched it happen again last week. Brilliant executive. Stellar track record. Yet suddenly "not quite the right fit" after the video interview. What changed? Nothing but the visual cues of experience. 🔎 The stats are sobering: • Nearly 2 out of 3 workers over 45 have faced age bias (AARP) • 76% believe finding a new position would take them 3+ months • Ageism impacts 52% of job searches for seasoned professionals The cruel paradox: As our value increases, market perception often decreases. 🔄 But here's how my executive coaching clients are flipping this narrative: ✅ Reframe "decades of experience" as "proven adaptability" • Don't just list years of service • Highlight the market shifts, tech evolutions, and crises you've navigated ✅ Showcase continuous learning 🧠 • Feature recent certifications alongside established expertise • Join innovation committees • Both mentor AND reverse-mentor with younger talent ✅ Curate a forward-focused digital presence 💻 • Update profile photos regularly • Share insights on emerging trends • Engage with future-focused conversations The truth? Companies desperately need seasoned judgment combined with adaptability. Your challenge isn't convincing them you have experience. It's proving your experience makes you more relevant, not less. Ready to transform how the market sees your value? Let's talk. That's what I do. What perception shift have you made in your career journey? Drop your insights below 👇

"77% of us who were let go were workers over age 45." ➝ I sadly heard this from a client recently. 75% of professionals 40+ face it. For directors and above? That jumps to 93%. Today, I published my complete guide to combating ageism. ⤵️ Here are just three of the strategies I cover in this week's newsletter: 1️⃣ Your resume is aging you before anyone reads it That "30+ years of experience" in your opening? Focused on age, not value. Graduation date from 1985? Focused on age, not impact. 4-page timeline of every role since the 80s? You lost them on page 2. The fix takes 20 minutes and can triple your response rate. 2️⃣ You're fishing in the wrong pond Fortune 500s account for 1.6% of all hires. SMBs under 1,000 employees? 66% of new hires. Yet everyone's chasing the big names where youth trumps wisdom. 3️⃣ "Overqualified" is code - and you can crack it They're not worried about your skills. They're worried you'll leave, expect too much, or won't take direction from someone younger. I have a script that flips this objection into your advantage. One 61-year-old client used it to land 3 offers in 6 weeks. The full article covers: • The 3-step Age-Smart Resume Framework (with real examples) • Where to actually apply (hint: not where you think) • How to bypass ATS age traps completely • The exact response when they say "overqualified" • Real transformation: 61-year-old VP ghosted for months → 3 offers Your experience isn't a liability to hide. It's your competitive advantage when positioned right. Read the complete guide below. Who else is ready to stop letting ageism dictate your worth? 💪 #LinkedInTopVoices #LITrendingTopics #Ageism #Careers

‼️ Are you 50+ & feeling discriminated against in the workplace because of your age? 📰 Well, AARP and LinkedIn literally just released a report and every single worker 50+ needs to read this! Here's what caught my attention: Workers over 50 have an 85% retention rate after one year. Workers under 50? Just 71%. That's a massive difference—especially when you consider turnover costs companies anywhere from 50-75% of an employee's annual salary to replace them. (For senior roles, it can be 1-2 YEARS of salary. Wild.) 🔎 But here's where it gets interesting... 👀 You know that stereotype that older workers can't keep up with tech? Well, the data says otherwise. Older workers increased their "disruptive tech skills" by 25% (!!) over the past 5 years. The gap in tech learning participation between younger and older workers dropped from 31% to just 11%. As someone who talks to job seekers every single day, this tracks. The 50+ crowd isn't falling behind at all. In fact, they're actively upskilling. And they're bringing decades of institutional knowledge, bigger professional networks, and leadership experience that you genuinely can't fast-track. The report also found that LinkedIn's "Top Companies" for career growth have more age-diverse teams. 🤔 What do you think? + follow Erin McGoff for more career advice + job market news #LinkedInNews #GenX #BabyBoomers

Think creativity declines with age? Think again. Most people buy into that myth. But it’s simply not true. Arthur C. Brooks explains something most high achievers don’t want to hear: your superpower at 25 isn't your superpower at 65. And that’s not a loss. It’s a gain. Youth brings 𝗳𝗹𝘂𝗶𝗱 𝗶𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲: quick thinking, creativity, the ability to solve problems no one’s seen before. You’re the one who says, “Give me the blank page,” and actually means it. But with age comes a different kind of power. 𝗖𝗿𝘆𝘀𝘁𝗮𝗹𝗹𝗶𝘇𝗲𝗱 𝗶𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲: Wisdom. Pattern recognition. Judgment. You become the person who says, “Let me show you the deeper game.” When you’re young, you run on speed and creativity. You chase relevance, trying to prove you’re the smartest in the room. But if you stick with those tools forever, you’re fighting your natural evolution. Most fall into the trap of clinging to the wrong engine. They try to perform later in life with early-career skills. They chase relevance instead of leverage. They fight decline instead of redesign. They confuse “being the smartest in the room” with “creating the smartest room.” The leaders who thrive? They pivot. They shift from creator to teacher. From operator to strategist. From speed to depth. From answers to better questions. That’s how your best work gets even better with age. Midlife isn’t a decline curve; it’s a trade-up. If this made you rethink your career path, save it for later. And if you know someone who’s stuck trying to do it all the same way, repost it. Help them see the power in the shift. Because the best days of your career are still ahead... if you know when and how to change gears.