My point is that some roles may not have much upward mobility, or they may want to bring in someone with less experience and train them up (a good thing). Some

My point is that some roles may not have much upward mobility, or they may want to bring in someone with less experience and train them up (a good thing). Someone with a mountain of experience coming in has to work against the suspicion that they are taking the role for the wrong reasons, namely that they will bounce as soon as they find something more in line with their actual experience. It goes beyond expectations of pay and responsibility. If you take someone with a ton of experience who says they will do the job for $30k/year, their growth expectations are quite likely different than that of a junior person. As such, there's a greater likelihood they will leave sooner if they find something more senior. And the hard part of this is, they might genuinely be interested in the role. But enough managers get burned by taking in someone with too much experience for a lower level role that leave in under a year, and they tend to avoid that type of candidate.