by Mimi Jerkan
She said, “You never want to be laid off in your 50’s.”
I was 42 years old at the time and I thought, “What an odd statement.” Cheryl, (not her real name), had just joined our team. She was hired by our VP of Services to our newly-formed team, which I managed with one of my closest colleagues and dear friend. Our team was filled with ambitious people who were technologically inclined, process-driven and sales-focused. So, why would age even matter?
Our team handled client case submittals. If there was a case, there was likely a larger problem with our client needs – it was almost always more than just the software. We listened to our Enterprise and SMB clients about various existing or potential issues, scoped out projects and statements of work for software and services. Not only did my co-manager and I travel, meet, sell and deliver along with the other team members, we also grew a second team to help our clients who were stretched for resources. We were busy, we were critical for our clients’ success and were exceeding performance expectations.
We brought in an abundance of revenue, blowing out our goal in the first six months, and making nearly two times the revenue expected. The teams remained in place, but members slightly changed as some came and went, and came back again. This was partly due to our company leadership changing four times within the five years of the team inceptions(!).
As business continued, so did the changes. I was laid off in February 2023 (along with 30 others) after 15 years of service. I am truly grateful for all the opportunities provided to me, the people I met, the friendships I made, and the successes I had. And, I wasn’t alone, there were so many others who were laid off from FAANG or FAAMG companies during and after my experience. 2023 was a sh#! show for tech layoffs. But, as I am now in my mid-50’s, I admit that I am questioning both why I was let go, and why – with all of this experience – I am having trouble finding my next role.
I continue to actively, doggedly and consistently search for my next opportunity as I have for the past 12 months.
In the past year, Cheryl’s words have come back to me often. I question whether I’m experiencing the same things she did when she was searching 15 years ago. I’m inclined to think that it’s not that different. Ageism is real.
People I know around my age range and level of experience who were laid off are scratching their heads, thinking “Why – in a period of such a low unemployment rate – is it so very quiet out here?”
After connecting with existing and new networks, speaking with and providing my résumé to recruiters (aka headhunters as we called them back in the day), and applying to well over 200 job postings, why is it so quiet?
I surmise there are some valid reasons. Perhaps the open roles have an abundance of candidates that make it nearly impossible to get through the fodder, or, maybe the applicant tracking systems and algorithms are not picking up on the nuances of experiences that could make a great hire.
It could be the salary requirement question raising a flag because it exceeds the position range. It could be the position posted was placed on ‘Hold’ to build the candidate pipeline until the true green light is given for the budget. It could be there are silent postings or silent hires.
Whatever the reason, it’s perplexing. And it’s far more concerning to think that ageism is at play. But, I do know that I am far from retirement, and I am certainly not too old to be hired. So why do I and others hear nothing but tumbleweed blowing in response to our application submittals? (Was that too dramatic? Maybe, but believe me, it’s not that far from what’s happening – it is quiet out here!)
Despite my persistent efforts, I choose not to despair. I’m not giving up because I believe I need to ‘be the change I want to see.’ I’m joining forces with ground roots efforts, and you’re invited to join me! You can help shed light on the experience of individuals like me or you, if this resonates with you. Let’s build the data to really know. Take the survey Aging in Tech Workforce. And, please, feel free to share the link with those you know, love and admire.
Cheryl was on to something when she said, “You’ll never want to be laid off in your 50’s.” We can change that narrative by paving the way for a more inclusive and supportive tech community. I didn’t know that I would, until I did.
About Mimi
Mimi has over 15 years of experience in Human Resources (multiple roles) and 13 years of Process Improvement as a senior HR strategist working with SMB and Enterprise organizations providing guidance to startups, growth, and stabilized organizations.
Mimi has worked with organizations to transform talent management, to bridge organizational gaps, recommend new processes, develop training and communication strategies all while also evaluating innovative tools and solutions that deliver the apps, analytics, & experiences to empower leadership and HR teams in creatin employee engagement and branding to meet their business goals and objectives in revenue, cost, and risk.
