Ageismm is illegal. Leaving that aside, I think you are selling yourself short here about entry level / junior positions. If you tell the recruiter you are en

Ageismm is illegal. Leaving that aside, I think you are selling yourself short here about entry level / junior positions. If you tell the recruiter you are entry level that is what they are going to do. Instead of just focussing on the tech, think about a framework for the transferable skills you bring to the table. To clarify transferrable skills there are two aspects: I am assuming you have prior experience in an unrelated field here. - I would recommend you learn about the software development life cycle (SDLC) and reflect on work you have done in a prior role which can be contextualized into planning, analysis, design, execution, maintenance phases. Write down that story and practice it till you can narrate it in a believable manner - Behavioural interviews: This is where companies try to probe your prior experience to see if you would be a good fit. Learn about the STAR method and see what experience / stories you can have in your aresnal that you can commmunicate effectively. You need to communicate that you are a good team player, collaborate well, are adaptable and a quick learner. If you can do these well, you are far ahead of most other candidates. Regarding the ageism question: I suggest reflecting on what is the question behind the question. Many engineers change jobs often and hence many companies have even given up on investing on recruiting entry level / junior folks. So if a company is willing to recruit junior engineers, then they might be wondering why should I invest in this person who might be in a different stage in their life / career? It is understood in most companies that entry level / junior positions require a lot of hand holding. Not just in the tech but in how to work in the SDLC and collaborate well, reach for help when they are stuck etc.