I'd suggest you start blogging often, now, while you figure out the rest. Think in terms of shattering myths and prejudices, and if you can find some, case stu

I'd suggest you start blogging often, now, while you figure out the rest. Think in terms of shattering myths and prejudices, and if you can find some, case studies of cool 55 year olds happy to be at a startup surrounded by 25 year olds, or expert in a new hot tech. You can poke fun at, well discuss, the whole recruitment process and the remember algoritms on a whiteboard or how many piano tuners in Seattle questions. Then there's the recruiters and the blinkers of ageism, youngism, sexism, and seeking "like us". You've material for a few thousand posts! It'll create something of a knowledgebase and become google food for incoming searches. Some companies believe that old programmers are expensive, or won't put up with hours bullshit. Recruiters and HR often believe they're no good, inflexible, unhappy to be around young people, and all the other cliches. I've found that if you can get past these to the people who actually matter the age matters far less. I'd try getting to talk to senior folks at agencies when you can - get past the layer of 20 year old sales to management who are probably older, and probably more sympathetic.