The Quiet Code in Hiring Bias
We’ve all seen it. We’ve all lived it.
The job spec says 8-10 years of experience. You’ve got 20. Perfect, right? You apply with confidence. Your CV is strong. Your cover letter is targeted. You hit send and wait.
Nothing.
No acknowledgment. No call. No interview. No feedback. Just the sound of your application disappearing into a digital black hole.
Because the moment they saw your CV, they didn’t see your achievements. They didn’t see your track record of delivery. They didn’t see your ability to mentor junior staff or navigate complex stakeholder relationships.
They saw your age. And they made a decision before they’d even read past your contact details.
Let’s not sugar-coat this. It happens every single day. Across every industry. At every level. And it’s not just unfair. It’s business suicide.
You don’t reject someone for being too skilled unless you’re scared of being outshone. Or worse, unless you’re making assumptions based on stereotypes that should have died out decades ago.
“They won’t fit in with our young team.” Translation: we’ve confused energy with inexperience.
“They’ll be too expensive.” Translation: we’d rather hire cheap than hire right.
“They might not stay long.” Translation: we assume they’ll retire tomorrow, ignoring that they probably need another 15 years of income.
GenX professionals aren’t looking for a pension plan and a quiet ride to retirement. They’re looking for purposeful work, intellectual challenge, and the chance to pass on what they’ve learned.
That’s not a liability. That’s a masterclass.
GenX Talent was built to fight this institutional blindness. We spotlight capability, not chronological age. We showcase outcomes, not graduation dates. And we help employers see what they’ve been missing while they’ve been chasing the next generation.
You’re not too old. You’re too good to be ignored. And the companies that realise this first? They’re going to leave their competitors wondering what happened