Searching for a job after the age of 40 can feel uniquely discouraging. Even though age discrimination is both socially condemned and legally prohibited, many experienced professionals suspect—often correctly—that recruiters make assumptions long before an interview even begins. Older candidates may be viewed as “too expensive,” “too set in their ways,” or “overqualified,” regardless of how well they actually fit the role.
Ironically, this happens at a time when seasoned professionals often bring the most to the table: deep expertise, expansive networks, and well-developed leadership skills. Yet many job seekers in this demographic unknowingly make their search more difficult by emphasizing the wrong things.
According to executive career coach Loren Greiff, who specializes in helping professionals over 40, one of the most common missteps is leading with passion rather than problem-solving value. When candidates frame their narrative primarily around passion or purpose, employers may interpret that enthusiasm as a signal of misalignment, higher cost, or lack of focus. In a cautious hiring environment, those perceptions can be fatal.
The Reality of the Numbers
At a glance, labor market data might suggest that older workers are doing relatively well. Unemployment rates for people aged 35 and older remain lower than those for younger demographics. However, a closer look reveals a more troubling trend: the number of unemployed individuals aged 55 and older who have stopped actively looking for work has been steadily increasing. This growth reflects not a lack of ability, but mounting frustration with a hiring process that often feels stacked against experienced candidates.
Greiff argues that many of these professionals could improve their outcomes by recalibrating how they present themselves—specifically, by aligning more closely with employer priorities.
How Recruiters Often View Candidates Over 40
Like it or not, older job seekers are frequently evaluated through a risk-based lens. Hiring managers may worry about higher compensation expectations, slower adaptability to new technologies, or resistance to coaching. They may also assume that candidates with long careers bring more outside responsibilities or distractions.
In addition, experience itself can be a double-edged sword. While it equips professionals to make strong decisions, employers are not always looking for decision-makers. In some roles, they want execution, compliance, and speed. A highly experienced, outspoken candidate may be perceived as someone who will challenge processes or disrupt established hierarchies—even if that disruption could ultimately be beneficial.
This is why openly prioritizing “meaning,” “purpose,” or personal fulfillment during interviews can backfire. From an employer’s perspective, especially during periods of economic uncertainty, hiring is not about personal journeys—it is about minimizing risk and maximizing return.
Shift the Narrative: From Passion to Problem Solving
This does not mean passion has no place in your job search. It does mean that passion should not be the foundation of your pitch.
Employers—regardless of the candidate’s age—evaluate skills, expertise, and problem-solving ability first. Passion only becomes relevant once you have clearly demonstrated that you can address real business needs. In fact, many roles do not require deep personal fulfillment to be performed well, and employers understand that taking a job for practical reasons can be a rational and responsible decision.
The most effective approach is to lead with value. Identify the organization’s pain points and clearly articulate how your experience allows you to solve them efficiently and reliably. When you do reference passion, tie it directly to outcomes: show how your interest in the role or industry translates into measurable impact for the company.
When candidates make this shift, the perception often changes dramatically. Compensation stops being viewed as a cost and starts being seen as an investment. “Overqualified” becomes “strategically valuable.” Experience becomes an edge rather than a liability.
Job searching after 40 is not inherently harder because of a lack of ability or relevance. It is harder because the rules of the game change, and many candidates are not told that they need to adjust their strategy.
By reframing your narrative around business value, risk reduction, and return on investment, you give employers what they are actually looking for. Passion still matters, but only when it is anchored in tangible results. In today’s market, the candidates who understand that distinction are the ones most likely to break through.