How to Leverage Experience Without Letting Age Work Against You

If you’re over 50 and in the job market, you’ve probably felt it—even if no one says it out loud. Age bias.

It shows up subtly: the roles you’re passed over for, the interviews that go nowhere, the sense that your experience is being dismissed instead of valued.

But here’s the truth.

Experience is your biggest asset—if you know how to frame it.

I’ve led sales and marketing teams across industries. I’ve hired and trained people in startups and Fortune 500s. And I’ve learned this first-hand: the way you talk about your career experience matters just as much as the experience itself.

Here’s how I coach my clients—especially those over 50—to highlight their value and stay competitive:

Lead With What’s Relevant, Not What’s Chronological

It’s tempting to list every job you’ve had in order, but that doesn’t help your case.

Instead, lead with the skills and achievements that are most relevant to the job you want today—even if they happened 15 or 20 years ago.

Were you trained in behavioral interviewing during your time at Qwest?

Did you learn operational leadership in a structured management program at Gap?

Those skills are still in demand. Highlight them in your resume and interviews, and explain why they’re still relevant in today’s work environment.

Bridge the Gap Between Then and Now

Hiring managers aren’t just looking at your past—they’re asking whether your experience translates to modern tools, teams, and expectations.

Don’t just talk about what you did. Talk about what you’ve learned, how you’ve adapted, and why your foundation makes you a better contributor now.

For example:

“In my early career, I went through Gap’s Management Development Program, which was one of the top corporate training programs in retail at the time. That’s where I learned to lead teams, coach for performance, and operate with discipline—skills I still use every day.”

This kind of framing shows growth, not stagnation.

Control the Narrative—Before Someone Else Does

If you don’t address your age and experience, others may make assumptions for you.

The key isn’t to hide your experience. It’s to own it and show how it makes you uniquely qualified.

You can say things like:

• “I bring experience that newer candidates haven’t had access to.”

• “I’ve worked in both traditional and startup environments, so I know how to adapt and move quickly.”

• “The coaching and leadership training I received early in my career still influences how I lead, hire, and contribute today.”

Practice Interviewing With Someone Who Gets It

I coach clients who are mid-career or later not just on how to answer tough questions—but on how to shift the dynamic entirely.

Most interview coaching is focused on surface-level prep. My approach is deeper. I help you:

• Reframe your experience with confidence

• Address potential age concerns without apology

• Build narratives that feel both honest and strategic

Final Thought

Your experience isn’t outdated. It’s untapped.

If you’re over 50 and looking for your next role, don’t let age bias shrink your story. You’ve done the work—now let’s make sure you get credit for it.