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> never in my experience (I am over 40) have I ever even seen a resume with potential ever get turned away due to age. No one has ever told me they turned some
by Mc91 5y ago
> never in my experience (I am over 40) have I ever even seen a resume with potential ever get turned away due to age.
No one has ever told me they turned someone down due to age, but probably because it is against the law.
We interviewed a guy who knew what we were doing inside and out, and he was older than all of us. On top of this, he had a nice, friendly personality. We had been interviewing for this position for a while. The lead and manager turned him down. He would be paid less than a Google L3 would get paid (this was ten years ago, and it was not a tech company). I protested saying "what are you looking for? If he isn't good enough, what are you expecting to come in? what was wrong with him?" The reply was "I don't think he would be happy if we called him at 3 AM if some problem came up". The problem was they thought he was too old. He was probably in his late 50s.
- grogenaut 5y agoI generally call out those hangups in a hiring loop. If the manager has that concern, that manager can get on the horn with the candidate and find out if they'd actually have that issue, or the recruiter. Hell the manager should have hit on that DURING the loop or the phone screen. Don't guess on behalf of the candidate, ask.
- caminante 5y agoAgreed. Easy way to de-risk a decision is ask, directly. Also surfaces any "real" reasons.
- contingencies 5y agoI think the unspoken fear is that the person knows the technical side and could threaten to cut the middle manager out of the equation if they ever met senior management. A lot of this goes on in middle management. Never forget people are basically social apes. This is why those who climb the ladder are guaranteed to be sociopaths/psychopaths.
- grogenaut 5y agoSenior managers don't have the bandwidth to manage line engineers, if the engineer is doing what you say middle managers fear they would be peering with the middle managers to organize across their projects, eg a staff or principal engineer. You can easily interview for that skill set. It's also a reason to have a senior outsider on hiring loops to detect when you have these types of managers. If the manager are actually attempting to do this pathological move, a staff or PE will notice and work to correct that issue with senior management. Otherwise engineers leave as it removes their growth areas. At least at non-pathological places.
- inter_netuser 5y agoPE?
- Ancapistani 5y agoPrincipal Engineer, I believe.
- grogenaut 5y agoYes
- LambdaComplex 5y ago> "I don't think he would be happy if we called him at 3 AM if some problem came up". ...And who would?