Facing Ageism in the Job Search

In my last post, I shared about the incredible strengths that experienced professionals bring to the workplace—the kind of qualities that make them truly stand out as hires.

Today, I want to turn toward the other side of the conversation: ageism.

It’s not easy to talk about, but it is real. Sometimes it shows up subtly, other times more directly. Either way, hiring managers and recruiters, like all of us, carry their own assumptions and biases. And those biases can shape decisions in ways that have nothing to do with your actual skills or potential.

As a career coach, part of my work is helping clients anticipate and navigate these challenges. Here are a few practical strategies that can make a real difference:

Keep your résumé fresh. Use a current format, skip outdated styles, and focus on the most relevant 15–20 years of experience. If earlier roles aren’t connected to your target job, they can usually be left off.

Polish your online presence. An updated LinkedIn profile signals that you’re engaged, visible, and comfortable with today’s professional tools.

Address concerns before they arise. If you’re worried about being seen as “less tech-savvy,” highlight your technical skills directly, both on your résumé and in interviews. Naming your strengths proactively builds confidence in your abilities.

Research companies carefully. Explore their culture and leadership makeup. Do they value diversity of age and experience? Sites like Glassdoor can help give you a sense of how inclusive an organization really is.

Ageism shouldn’t be a barrier to meaningful work, but when it shows up, there are ways to minimize its impact and put your strengths front and center.

I’d love to hear from you:
👉 Have you tried any of these approaches?
👉 What other strategies have you found helpful in navigating ageism during a job search?

Have questions? Not sure where to start? I’d love to help! Schedule a complimentary Discovery Call with me here.