Let’s be honest.

If you’re over 50 and looking for your next leadership role, age bias is real. You can feel it in the silence after submitting your resume. You can sense it in the way people say, “We’re looking for a culture fit.”

But here’s what I want you to know:

People your age land jobs every day. And so do people who are even older than you.

The key is knowing how to position yourself, so employers focus on your value, not your birth year.

Let’s talk about what really gets in the way, what you can do about it, and how to stay in the game without downplaying your experience.

This is one of the most common things I hear from experienced professionals:

“I’ve done this job before. I’ve led teams, managed change, delivered results. Why can’t I even get an interview?”

The answer often isn’t your skills. It’s how you’re showing up on paper, online, and in the market.

Recruiters and hiring managers make split-second decisions based on what they see. And if what they see is outdated or unclear, it creates hesitation.

That’s where age bias sneaks in.

Here’s what I saw as a recruiter that candidates rarely realize:

• Too much early-career detail (listing roles from 1992 with full descriptions)

• A blank or bare LinkedIn profile

• Old-school email addresses (yes, AOL, Hotmail, and Yahoo still raise eyebrows)

• Missing or irrelevant tech skills

• Certifications that expired years ago

None of these things disqualify you. But together, they create a narrative:

This person may not be current.
This person may not be adaptable.
This person may be a risk.

That’s why updating your materials is about more than a fresh look. It’s about controlling the narrative.

Here’s what works for my clients who want to compete and win at the executive level:

We modernize your resume and LinkedIn profile so they reflect your recent achievements, relevant keywords, and leadership value.

That means:

• Cutting down early-career roles or moving them into a “Prior Experience” section

• Using metrics, outcomes, and business language that matches the roles you want

• Choosing a clean, modern format that looks current and professional

• Switching to a Gmail address and scrubbing outdated info that no longer serves you

• Refresh your LinkedIn profile so it reflects your current goals and strengths. Bonus: This makes you findable in recruiter searches and more likely to be approached for the right roles!

This part is critical.

Trying to land a lower-level role because you’re worried about age often backfires.

Hiring managers see you’re overqualified and move on. Or they assume you won’t stay long.

Instead, I help my clients target roles that match their experience level, company stage, and career goals while adjusting messaging to highlight stability, adaptability, and long-term value.

Not every company is looking for someone younger or cheaper.

Plenty of hiring teams want experience, maturity, and steady leadership. You just have to find them. And often, they’re not hiring through job boards.

I teach my clients how to:

• Identify connections who see their value

• Use a strategy that opens doors instead of closing them

• Get past the gatekeepers and into real conversations with decision-makers

When you focus on your value, the right people will too.

Lorna came to me after hitting a wall in her search. She was over 50, had impressive experience, but couldn’t seem to break through.

We worked on her LinkedIn, resume, and overall positioning. We focused on her value and helped her tell a sharper story in high-stakes interviews.

“I was stuck and needed a clear, concise, proven way forward to realize the next step in my career journey. Jen worked on basics with me including LinkedIn and resume, but it was her skill at helping me refine my value proposition and articulate that in high stakes interviews that led me to multiple offers and ultimately a position that I am truly excited about.”

—Lorna, now working at a global tech company

You don’t need to hide your age.
You don’t need to settle for less.
You just need a strategy that works in today’s market.

That’s what we build together inside Make Your Move, my one-on-one coaching and done-for-you writing program for experienced leaders who are ready to stop spinning their wheels and start landing interviews.

→Also read: What to do when recruiters aren’t responding