At 56, I'm Still Job Hunting — and Learning How to Pivot

When Entry-Level Jobs Don't Feel So Entry-Level

At 56, I thought I'd have more clarity on my career trajectory. Instead, I'm facing a reality that many in my age group don't talk about openly: the frustration of applying for entry-level jobs with no interviews — or worse, no response at all.

"I was told by one company that they were looking for someone 'more junior' — even though I'd been working for nearly two decades."

This is not a new story in the modern labor market. It's about time we stop pretending it isn't. I've spent the last few months in a cycle of applications, rewrites, and a slow erosion of confidence that's both personal and professional.

Ageism in Tech: A Growing Concern

The job market is changing faster than ever — especially in fields like technology and digital services. While companies are increasingly focused on innovation, there's an unintended consequence: the marginalization of experienced professionals. I've watched as job postings that once welcomed seasoned workers now emphasize "fresh perspectives" or "no experience needed."

But what does that really mean? It means that even when you have years of valuable skills and leadership experience, a simple glance at your resume might be enough to disqualify you from consideration. In my case, it's not just about age — it's about how companies frame experience.

Reimagining the Narrative

I'm not here to complain — I'm here to reflect. As I continue my job search, I'm beginning to see that my journey is more about redefining what a career looks like than simply chasing an interview. It's time to pivot.

• Focus on transferable skills
• Reframe my experience as a competitive advantage
• Explore hybrid or freelance opportunities

I've been thinking about how I can take my expertise and translate it into roles that value mentorship, problem-solving, or strategic insight. My age isn't a liability — it's a strength.

Why This Matters for the Workforce

This story isn't just mine. Across industries, people are discovering that traditional career paths no longer apply. For older workers, the transition to new roles or even retirement is more complex than ever before.

Companies are starting to recognize this — but not always quickly enough. As a business correspondent, I believe it's critical for organizations to adopt policies and practices that include all generations in their talent strategies. We're missing out on valuable experience and perspective if we only hire the young or the inexperienced.

What's Next?

I'm currently exploring options that offer more flexibility — freelance consulting, part-time roles, or even starting my own advisory firm. It's not a fallback; it's a repositioning.

The goal isn't just to land a job — it's to find a role that reflects the value I bring to the table. If companies don't change how they look at experience, I'll have to do it for them.