If you take a survey of hiring managers they will point to three primary reasons that candidates 40 - 60 have a harder time finding jobs:...
If you take a survey of hiring managers they will point to three primary reasons that candidates 40 - 60 have a harder time finding jobs: 1) They are typically more expensive than "market" for the same role a younger person can fulfill at acceptable tradeoff of competency - higher salaries, higher related costs like healthcare for a family, expectations around retirement programs, etc. 2) They are less flexible - they are less willing to relocate, they have kids to pick up instead of "beer hour bonding", unwilling to run the same 60 hour gauntlet that a 25 year old can etc. 3) They have less primary & secondary education relevant to today's enterprise issues. In the specific case of "marketers" - like TryOldster is pitching - the best people will learn anything, but anybody over 50 years old spent their professional training + formative 20s thinking about television, radio, and print - not paid search, mobile advertising, and social. That we're at the top of HN again with another "hire older people" post (recently we saw OldGeekJobs) demonstrates there's a huge unmet need within this cohort. I don't think a job-board is the right solution to this problem because the pitch on TryOldster does nothing to alleviate the three principal concerns. My unasked, probably asinine business advice would be to turn this flow of traffic into a training / education platform where you can VALIDATE and address the very real, foundational concerns of hiring managers around this cohort, and suddenly you've got a machine that can get motivated people trained and placed.
Posted by aresant on Dec 16, 2016, 5:25 PM
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Raise real-world problems, find people facing the same issue, and discuss solutions.4,500 issues0 comments
pricing (EdTech)
Yeah PC was a horrible platform before Win2k, but there was a beautiful short time period when we had alternatives like Amiga, Atari, NeX...
NewLiving in a 200+ year old house, I've seen a lot of this first-hand through both planned and unplanned renovations and repairs.
Is anything with the pebble time able to capture heart rate for historical data analysis?
Datastar has evolved into a suite of tools [1].
> real issue is that MSG is basically a public utility.
Everything good is a slippery slope: every step in the right direction is bad if you overshoot.
Status Update - May 2026
I think what you wrote makes sense, and you missed one critical aspect : shared access to excessively expensive capitalized facilities an...
If you take a survey of hiring managers they will point to three primary reasons that candidates 40 - 60 have a harder time finding jobs:...
If you take a survey of hiring managers they will point to three primary reasons that candidates 40 - 60 have a harder time finding jobs: 1) They are typically more expensive than "market" for the same role a younger person can fulfill at acceptable tradeoff of competency - higher salaries, higher related costs like healthcare for a family, expectations around retirement programs, etc. 2) They are less flexible - they are less willing to relocate, they have kids to pick up instead of "beer hour bonding", unwilling to run the same 60 hour gauntlet that a 25 year old can etc. 3) They have less primary & secondary education relevant to today's enterprise issues. In the specific case of "marketers" - like TryOldster is pitching - the best people will learn anything, but anybody over 50 years old spent their professional training + formative 20s thinking about television, radio, and print - not paid search, mobile advertising, and social. That we're at the top of HN again with another "hire older people" post (recently we saw OldGeekJobs) demonstrates there's a huge unmet need within this cohort. I don't think a job-board is the right solution to this problem because the pitch on TryOldster does nothing to alleviate the three principal concerns. My unasked, probably asinine business advice would be to turn this flow of traffic into a training / education platform where you can VALIDATE and address the very real, foundational concerns of hiring managers around this cohort, and suddenly you've got a machine that can get motivated people trained and placed.
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