Ageism & SaaS

Ageism is a delicate subject, especially in perceived younger, trendier markets like tech, and none more so than in the SaaS arena.

Having dedicated over two decades to technology sales, including substantial experience in the enterprise segment and later as an account director, my career trajectory is by no means uncommon.However, I noticed I was becoming older than many of my colleagues. In fact, at my last two companies, both CEOs were in their early 30s.

While these observations rarely posed issues, they highlighted the diversity of the company's hiring practices.For senior job applicants, such feelings can intensify, fostering a sense that odds are stacked against them. As rejections accumulate, many suspect ageism is an invisible barrier. Although age is merely a number, it’s clear that some hiring managers and ATS algorithms tend to favor younger candidates.

In response, many senior job seekers redact resumes. Their first decade of work experience and year of graduation are removed. This strategy, known as age scrubbing, has reportedly led to a significant increase in first interview opportunities.

While age discrimination remains illegal and at odds with an increasing retirement age, proving instances is challenging. Embracing age diversity, where seasoned professionals collaborate with younger employees, brings advantages, including a richer, less homogeneous culture.

Some even argue that seasoned professionals are best placed to meet the rising tsunami of AI-driven workforce change. Those possessing deep experience combined with sharp, newly acquired AI skills could still hold the winning