While I agree, I think a bigger problem is that the fresh crop of talent has mechanisms to compete that achieve both ageism and a reduction in efficiency on par

While I agree, I think a bigger problem is that the fresh crop of talent has mechanisms to compete that achieve both ageism and a reduction in efficiency on par with full blown institutional dementia. Eternal September in design and frameworks is so popular largely since it eliminates the problem of HR looking for the most years of experience. HR's terrible innefficiency is going to hurt someone, but the actual results are very interesting. In multiple framework cycles in industry one can see many a problem just below the threshhold of importance to a todo app might have initial structure to be solved by a first designer, then that structure is written over in a redesign, then a new cycle fixes another problem that had a clear fix in the old design, now it will be hard and therefore done incorrectly in a way that ensures it will never get solved given the frameworks cycles of starting over with new developers. The end result is a dead pile of mush that can't compete with a new framework with fresh style for todo apps. Naturally these behaviors are not some problem with employees, the overall restructuring of industry has made it important to get repaid for redoing things over and over the wrong way such that there is always something important to get credit for. There is no longer an industry that keeps workers for life because it is profiting and accepts that their later work has diminishing returns because all the low hanging fruit was fixed long ago.