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Mature candidate who want to downshift
Pattie Hunt Sinacole discusses how to articulate a choice to move into a non-management role
Q: I am 59 years old and my job was just eliminated. What that means these days is that I was fired, and I don’t have a job anymore. I don’t want to have the hassle of commuting to Cambridge, as I have done for years. I also want to take a step back and no longer manage employees. I always wanted to get into management, and then I realized that I don’t really like it.
I moved up through the levels over my career. I am hoping to be in an individual contributor role and less responsible for others. I am a tech guy with people skills, so automatically I seem to always get pushed into management roles. Compensation is less important to me than it was even five years ago. It is more about doing a great job as an individual contributor but still making a reasonable compensation level. When talking to others, they think I would be put in the “overqualified” bucket. How do I get around this?
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A: Age discrimination is alive and well unfortunately. Tech, in particular, seems to be a hot bed of age discrimination. It exists in other industries as well, but we see it mostly in the tech sector. Here some pieces of advice that might help your search.
- Know your industry and keep abreast of technology and changes within your industry. You might be getting tagged with an “old technology” label either consciously or unconsciously. Drop a few hints (without seeming obnoxious) that you are “in the know.”
- Convey a positive, energetic and flexible workstyle. Counter the “old dogs cannot learn new tricks” bias. If you are passionate about rowing, rock climbing or cycling mentioning these hobbies can help. If you are not an outdoor enthusiast, you can mention some of your volunteer work, or your interests around climate change, animal rescue or yoga. You are hoping to paint a picture of energy, enthusiasm, and a vibrant life.
- Communicate your vision of working in a role where you can contribute, as an individual.
- Give examples of ways you have added value, especially in your last role. Companies buy value. They want you to contribute quickly and effectively.
- Be realistic. Managers typically make more than their team members. Don’t assume your prior compensation history is a baseline. While I agree that age discrimination exists, I also have observed many candidates put a number on the table that is incredibly unrealistic. We know that is what this candidate made in a tech company as a director. The candidate seems unable to reduce their compensation expectations to better align themselves with a non-management range. Sometimes a candidate digs themselves into a negotiation ditch, and then the negotiation ends.
- Ask for feedback. Ask recruiters for feedback and tips on how to best present yourself to one of their clients. They will share what a client might be focused on. Use this information to your advantage. We are also stunned that candidates don’t press us more on the details of the intangibles. Sometimes there are details not included in the job description, which are important. It might be willing to assist in another department or working through December. Sometimes these qualifications can give you an edge.
Finally, be yourself. You don’t want to land in a role that is not a fit for your skills, work style or values.
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