Retirement Was Never About Stopping
I retired from recruiting at 69. It wasn’t forced or unexpected — it was planned well in advance. After years of success working with clients and candidates who followed through, I stepped away on a high note, complete with several years of awards, a thoughtful farewell party, and gifts galore.
The decision was intentional. I wanted less stress and more flexibility. But stepping back didn’t mean stepping away from meaningful work.
My transition started early with website development, résumé and LinkedIn profile optimization, and digital marketing support for professionals and small businesses. The goal wasn’t to recreate my past — it was to build a future that fit how I wanted to work.
By February, I accepted a position supporting a local community management company with HOA homeowner compliance. When they asked me to expand my role into digital marketing, I agreed — with boundaries. I’d handle community inspections locally, but all admin work would stay remote. I set the terms and kept the flexibility.
The Ageism Stories Are Getting Louder
Lately, I’ve been seeing more and more stories about people in their 50s, 60s, and 70s being shut out of the job market. These aren’t isolated or rare — they’re showing up across news sites and social media, and they’re not hard to find.
A 67-year-old man in Massachusetts applied to nearly 3,700 jobs over a seven-year period and was never hired again. A 52-year-old with strong credentials and healthy savings found herself pushed toward lower-paying roles. A 58-year-old went viral for stating what many fear: “I may never get hired again.”
These stories echo a growing body of data:
· Ninety percent of workers over 40 report experiencing age discrimination.
· Job seekers aged 55 to 64 face longer periods of unemployment — averaging 26 weeks or more.
· Those who are rehired often earn less than they did previously.
This isn’t just about perception. It’s happening at scale — and increasingly, without a human in the loop.
The Rise of Algorithmic Ageism
Applicant Tracking Systems (ATS) are now gatekeepers for most jobs. These tools scan résumés for keywords, employment dates, and job titles. If your experience stretches too far back or you don’t frame it using current buzzwords, you may never get through the first digital filter.
That’s a different kind of discrimination — one you can’t talk your way past. You won’t even know it happened. And yet it disqualifies candidates every day based on assumptions built into the code.
Younger candidates may not even be aware these systems exist. But for older professionals trying to re-enter or pivot, it can feel like the deck is stacked before they even sit down.
What You Can Do to Push Back
While the system may be slow to change, there are practical ways to work around it — and they start with how you present yourself.
Trim your résumé. Focus on the last 10 years and align it with where you want to go. Don’t let a long history weigh you down.
Use LinkedIn strategically. Craft a compelling headline, write a concise summary, and make sure your profile looks current and active. Post and feature content regularly. Join relevant groups and share your insights. Treat LinkedIn like your storefront, not just a static profile.
Stay visible. Part-time consulting, project work, or freelance gigs can build credibility and demonstrate momentum. And, as in my case, those small gigs can grow into something bigger.
Invest in learning — but be selective. You don’t need another degree. What you do need is the ability to stay current, use new tools, and work confidently in a tech-forward environment. If you’re not yet comfortable using AI for work, now’s the time to start.
Build community. Find others navigating the same life chapter. Peer connections can lead to opportunities that never make it to job boards. In fact, that’s exactly why Bold Timers was founded — the need was real, and someone acted on it.
Experience Is Still a Competitive Advantage
What often gets overlooked in ageist hiring practices is the very thing that should matter most: lived experience. The ability to mentor, adapt, troubleshoot, and maintain perspective doesn’t disappear with age — it deepens.
Ageism tries to convince you that you’re past your prime. But the truth is, your prime is whatever you decide it is. Reinvention isn’t reserved for startups and twenty-somethings. It’s for all of us bold enough to design our next chapter instead of waiting for one to arrive.
Your Next Chapter Doesn’t Need a Job Offer
Not everyone can retire on their own terms. Not everyone wants to. But whether you’re transitioning out of a long career, recovering from a layoff, or simply looking for something new, the one thing you can’t afford to do is internalize the myth that you’re too old.
You’re not too old. You’re not out of date. You’re not done.
You’re just beginning a different kind of chapter — and you get to write it.
Have you experienced ageism in your job search or career shift? I’d love to hear your story — or your strategy. Let’s share the road ahead, not just the frustrations behind us.
© 2025 Jim Newcomb. All rights reserved. Originally written for Bold Timers.