These points are all very true. As a hiring manager and someone who would qualify in this study, here's my personal response to all of these: * Salary: you get

These points are all very true. As a hiring manager and someone who would qualify in this study, here's my personal response to all of these: * Salary: you get what you pay for. (Senior folks -- you need to stand and deliver.) * Interview process: it's broken, so we actively de-emphasize rote memorization. We instead look for application of principles to solve problems, because that maps well to our work. * It's hard to gauge experience: we find experience is most valuable when it helps in delivery. Related to interview process, we look for people who can help us deliver solutions, and experience informs us about that. * We devalue experience: yep, and we don't. Thanks, other hiring managers, for leaving us with a pool of candidates you're ignoring! On the whole, we try to identify attributes among candidates that we believe are age-agnostic: curiosity in problem solving, a commitment to continuing to learn, ethical and moral code, etc. It's not perfect but it's our list and we continue to improve against it with each subsequent interaction with candidates.