Professionals with 15, 20, even 25 years of experience who’ve given their all to companies, stayed loyal, built teams, hit targets are suddenly finding themselves jobless, and invisible. | iStock/Getty Images
We often hear about layoffs hitting freshers and early-career folks hard. But there’s a quieter storm raging in the mid-career space. Professionals with 15, 20, even 25 years of experience who’ve given their all to companies, stayed loyal, built teams, hit targets are suddenly finding themselves jobless, and invisible.
And it hurts. Not just the job loss but the silence that follows. The “we’ll get back to you” that never comes. The sense that your experience, instead of being your biggest asset, has somehow become your biggest roadblock.
What’s Really Going On?
Let’s call it out, plainly.
Layoffs are no longer just for juniors. Companies are trimming top-heavy teams. Roles are getting consolidated. And if you’ve been in the same industry or role too long, you’re now seen as replaceable.
Ageism exists. It’s subtle. No one says it on record. But when a 42-year-old sales director is told, “we’re looking for someone younger and more dynamic,” what else is that?
You’re told you’re ‘overqualified.’ But what that really means is: We think you’ll cost more, won’t stick around, or won’t fit into a younger team culture.
You fear starting from scratch. Learning a new skill, entering a new domain, facing rejection after years of seniority — it’s daunting. But it’s necessary.
I have worked with over 10,000+ job seekers. Let me share just a few that stand out:
A 42-year-old Sales Director was laid off after 18 years. Great track record. Led large teams. But every time he interviews? The same cold line: “We’re looking for someone more agile.”
A tech professional in his late 40s. Relevant skills, leadership experience but 17 rejections in 4 months due to “fitment” issues. Translation: “You don’t match the image in our heads.”
A woman returning after a 6-year career break. She’s told, bluntly, “You’re too outdated for this role.” As if careers have expiry dates.
It’s painful. But here’s the truth: these stories are far too common. And most people don’t know how to break the cycle.
What Doesn’t Work (even if it used to)
Relying only on job portals. You’re one of 800 applicants. Most resumes don’t even get seen. Blasting a generic CV to 200 companies. Spray and pray isn’t a strategy. It’s desperation.
Expecting your past titles to do the talking. “I was a VP at XYZ” means little unless you tie it to results that matter today.
What actually works (Backed by 40+ Years of Hiring)
Customize your positioning. Every role needs a fresh pitch. Don’t just tweak your CV — tweak your story.
Showcase leadership and impact. “Led a team of 40” is okay. But “drove 22% revenue growth in a declining market” hits differently.
Build visibility and relevance. Be on LinkedIn. Share insights. Comment. Add value. Get noticed.
Network smartly. No cold direct messages that say “Please help me with a job.” Instead: “I’d love to understand how your company approaches [X].”
Practice resilience not just for interviews, but for life too. Rejections will come. But if you don’t let them define you, you win.
Losing a job doesn’t make you any less valuable. Being out of work doesn’t erase two decades of experience. But it does mean the market has shifted and so must you.
The real question isn’t “Who will hire me?” It’s: “How can I offer value, today?”
Your experience is not a burden. It’s a treasure chest— you just need to repack it for a new journey.
Published – April 15, 2025 09:27 pm IST