top of page
Writer's pictureEvgeny Sugrobov

The Age of Rejection

Updated: Aug 27

I recently had a conversation with a colleague, an HRBP from the gaming industry. We covered a variety of topics, but one that particularly stood out was the discussion about age.


"No one in the company knows how old I am. Because if you're 40, that's it—instant prejudice. And in hiring, it's even more noticeable." By the way, the company is an international player in the game development industry.

The Age of Rejection

This got me thinking: ageism is indeed widespread, and the tech industry is aging just like any other. It's less noticeable, perhaps, because everyone is in hoodies, jeans, and sneakers, but the numbers speak for themselves. Sure, 25-year-old startup CEOs from Y Combinator still dominate the industry's media image, but in reality, we're dealing with the same dynamics that affect every other sector of the economy.


Now, a step back: in the past, due to the rapid growth of the industry itself, finding an experienced leader was incredibly difficult. A team leader would step up to the role of Head of Development, a senior developer would take the team leader's place, and so on. The number of jobs was growing, and there was always a shortage of young talent. But over the past 2.5 years, we've seen a sharp economic slowdown, including in the digital sector. This means fewer young people will land their first or second jobs and gain the necessary skills (which we're already witnessing with junior developers struggling to find work).


So, on one hand, the average age of tech professionals is increasing, and they are starting to enter the "too old" zone. On the other hand, fewer young professionals may enter the job market than expected.


What’s my point? It’s time to start addressing ageism—age-related prejudice. Soon, the ability to hire and onboard professionals in their forties and beyond could prove invaluable.

4 views0 comments

Recent Posts

See All

HR Goals

Comments


bottom of page