Sometimes, ageism is so deeply embedded that prospective employers never consider the possibility that a well-qualified candidate isn't a contemporary.
I think a bigger problem among hiring managers in young companies is the dominance of risk-seeking over risk-aversion. With an old guy what-you-see-is-what-you-get, but also what-so-see-is…
Sometimes, ageism is so deeply embedded that prospective employers never consider the possibility that a well-qualified candidate isn't a contemporary.
I think a bigger problem among hiring managers in young companies is the dominance of risk-seeking over risk-aversion. With an old guy what-you-see-is-what-you-get, but also what-so-see-is-all-you-get. There's no potential glory in being "the guy who gave this superstar her start."
Good point, and there are times I’d argue that is a reasonable motive. A company like the one I interviewed at can’t be honest about that, because that would open them up to a lawsuit. Not from me, I wouldn’t bother, but someone else, for sure.
Sometimes, ageism is so deeply embedded that prospective employers never consider the possibility that a well-qualified candidate isn't a contemporary.
I think a bigger problem among hiring managers in young companies is the dominance of risk-seeking over risk-aversion. With an old guy what-you-see-is-what-you-get, but also what-so-see-is-all-you-get. There's no potential glory in being "the guy who gave this superstar her start."
Good point, and there are times I’d argue that is a reasonable motive. A company like the one I interviewed at can’t be honest about that, because that would open them up to a lawsuit. Not from me, I wouldn’t bother, but someone else, for sure.