Pros and cons of hiring early, middle and late careerists
By Ken Pelczarski, Contributing Editor | TLT Career Coach September 2025
Looking at the possible positive and negative stereotypes will help you prepare for an interview.
There are stereotypes that employers often associate with the hiring of individuals at early, middle and late stages of their careers. Job candidates may fit all, most, a few or none of these stereotypes.
To reach the goal of hiring the best candidate for the job, employers are wise to be aware of stereotypes but evaluate individuals on a case-by-case basis. Employers should benefit from putting negative stereotypes out on the table for discussion in an interview and then see if they are satisfied with the candidate’s responses.
If you are a candidate interviewing for a job, it is smart to be aware of negative stereotypes that may be in the mind of an employer. Be ready with solid arguments as to why you do not fit the negative stereotypes. At the same time, be prepared to reinforce the positive stereotypes associated with the stage of your career.
The U.S. labor force has been aging rapidly over the past couple of decades. The proportion of older workers (55 and over) in the private sector has more than doubled from 11% in 1992 to 24% in 2022. According to the Bureau of Labor Statistics, the median age of workers in 2024 in the manufacturing field was 44.3.
While considering our aging workforce and for the sake of this article, I am defining early careerists as under age 35, middle careerists as ages 35-54 and late careerists as ages 55 and up.
Below are my opinions on the fairness of many stereotypes and the various ways for employers and job candidates to deal with them. For purposes of this article, I am defining a fair stereotype as one that applies to over 90% of the population.
EARLY CAREERISTS (UNDER AGE 35)
Positive stereotypes:
• High energy
Stereotype: Most early careerists possess a high energy level along with greater endurance and physical capabilities, but it is not something unique to this age group.
Employers: A candidate’s energy level will be on display in the interview. Employers are wise to ask the candidate directly, though, about their ability to physically handle the demands of a job.
Candidates: Early careerists should stress the advantages of having a high energy level by providing the employer with examples of past accomplishments through stamina and/or working extra hours.
•
Great motivation and enthusiasm
Stereotype: Motivation is generally not age related, so this is not a fair stereotype.
Employers: A person with a high energy level will not necessarily have the motivation to succeed. Employers need to quiz candidates about what motivates them to do a good job and about what type of work environment in which they thrive.
Candidates: Having the skill set and capability to do a job is important, but the other half of the battle is motivation. Candidates need to convey their enthusiasm about a job as well as why they want to sink their teeth into a role and achieve at a high level.
•
Looking to prove themselves
Stereotype: Early careerists typically have a lot more to prove than a person who is later in their career, so this does work to their advantage, and it may be a fair stereotype.
Employers: Employers may want to ask candidates what they are most eager to prove in areas where their abilities may be underestimated.
Candidates: Individuals should describe to the employer the soft and hard skills they possess that are necessary to do a good job.
•
Desire to accomplish big things
Stereotype: Lofty goals could exist at any point in a person’s career, so it is not a fair stereotype.
Employers: Employers should ask candidates about the specific things they want to accomplish in the role.
Candidates: Individuals should express to the employer the specific goals they want to accomplish in the short and long term and why they can achieve these goals.
•
Eager to learn
Stereotype: It is a general rule that younger individuals are looking to build their careers on things they learn in their early years, so it may be a fair stereotype.
Employers: Employers should certainly quiz candidates, though, to make sure their desire to learn is genuine.
Candidates: Individuals should be as specific as possible in the interview about the things they want to learn and how they want to apply the learning to their career path.
•
Open to moving into a variety of different roles after beginning employment
Stereotype: This is generally true, so it may be a fair stereotype.
Employers: Employers should test this theory, though, by mentioning the types of roles where the position can lead and then gauging the reaction of candidates.
Candidates: Individuals should try to convey their excitement about the initial role as well as the flexibility to learn and be successful in newly assigned roles down the road.
•
Able to travel extensively
Stereotype: This is not a fair stereotype as it all depends on the personal situation of the candidate (e.g., married versus single, raising young children versus childless).
Employers: Employers should simply inquire in the interview about a candidate’s ability and desire to travel, including how extensive travel may affect their personal life.
Candidates: Individuals need to be clear in the interview that they understand the required level of travel and that they are willing to do it.
•
Technology expertise
Stereotype: It is true that the younger you are, the more likely that you are trained in current technology, whether it be artificial intelligence (AI) or the latest computer programs such as ChatGPT. This may be a fair stereotype.
Employers: Employers just need to ask straightforward questions in the interview to learn how well trained a candidate is in specific technologies.
Candidates: An individual’s technology expertise should be displayed on a resume and emphasized in the job interview.
•
Many years left in their career
Stereotype: It is a simple fact that an individual has many years left to work if they are an early careerist.
Employers: There is not much for an employer to discuss with the candidate in this area.
Candidates: Individuals should try to sell this advantage to an employer in the interview.
•
Less expensive salary demands
Stereotype: This is not necessarily true as it is common to find workers later in their careers who place less value on a high salary.
Employers: Employers may want to discuss ballpark salary figures toward the end of the interview process and then gauge the reaction of the candidate.
Candidates: Although it is not a good idea for individuals to bring up salary figures during the interview, it is fine to answer an employer’s question about compensation. The best response is to keep it simple and state that although money is important, the opportunity and personal growth are much more important, and that you are looking for a salary that would be commensurate with your experience, track record and the job responsibilities.
Negative stereotypes:
• Not enough experience
Stereotype: This is often not true, especially for individuals who have already held the same type of job.
Employers: Employers should not be looking at the exact number of years of experience, but rather candidates who have held similar job responsibilities in the past and performed well.
Candidates: As an example, individuals with five years of experience versus a requested 10 years may be able to convince the employer they are qualified for the position. It will usually require a great deal of interview preparation to explain your success in a similar position in detail including how it was achieved.
•
Lack of established industry relationships
Stereotype: An early careerist may be viewed accurately by employers as lacking a high number of long-term industry relationships.
Employers: If a job candidate is interviewed for a sales position or other customer-facing role, employers should be asking about the quality and types of positive industry relationships that the person has cultivated. Quality is more important than quantity.
Candidates: Individuals should be focused on describing what specific industry relationships have meant for business growth of their employers.
•
Possess less developed leadership skills
Stereotype: This can be true, especially for individuals with just a year or two in a leadership role, but it is not a fair stereotype.
Employers: Employers should primarily be aiming to learn the leadership style and effectiveness of an individual instead of looking only at the number of years of leadership experience. Ask for examples of how a team’s success was achieved through delegation of responsibilities.
Candidates: Individuals should explain how they led direct reports successfully through establishing a common vision, setting high attainable goals and monitoring performance without micro-managing.
•
Not 100% sure of long-term career goals
Stereotype: This can be true of individuals at any career stage, so it is not unique to early careerists and is not a fair stereotype.
Employers: Employers should be discussing career goals in depth with all job candidates. Focus should be primarily on short- to mid-range goals (three to five years) while also getting a feel for what individuals see for themselves as a long-term career path.
Candidates: Individuals should be specific about their career goals as they align with the position for which they are being interviewed. Regarding long-term goals, it is usually best to indicate some flexibility to consider a variety of related types of positions.
•
Unrealistic expectations for early promotion
Stereotype: It is not fair to say that early careerists are more likely to desire early promotion than other candidates.
Employers: Employers should describe the daily job responsibilities in as much detail as possible and then gauge the likely satisfaction of the candidate. Ask directly about how the individual would feel about performing the same duties three to four years from now.
Candidates: Individuals are smart to first uncover how the employer expects the position to grow during the first few years. After that discussion, express to the employer that personal growth and new learning can be accomplished within the existing role without an actual promotion and that you view a job promotion as a mutual decision.
•
Will push for remote or hybrid work
Stereotype: Many employees became accustomed to remote or hybrid work post-COVID-19, although it would not be fair to stereotype early careerists as having more desire for these types of arrangements.
Employers: Remote and hybrid work arrangements were prevalent for a couple of years post-COVID-19, although the trend has now reversed. Therefore, it is a good idea to ask candidates about their attitude on this subject and make sure they will not become dissatisfied with commuting to an office every day.
Candidates: Individuals should first get a feel for the employer’s attitude and policy regarding remote or hybrid work and then express willingness to travel daily to an office. Negotiations in this area can be done after a job offer is extended or after starting work with the company.
•
May be more likely to leave the company in the short term
Stereotype: There is some truth that younger workers are willing to switch jobs more frequently, but it is not a fair stereotype.
Employers: With early careerists, employers need to get a handle on how committed a person is to the type of job and industry. It is a red flag if the individual has already made several job changes early in their career, especially if they are not clear about their goals.
Candidates: Early careerists without much practical experience need to convince the employer of their passion and commitment for their chosen field.
MIDDLE CAREERISTS (AGES 35-54)
Positive stereotypes:
• May offer the best of both early and late careerists
Stereotype: Most middle careerists fit many of the positive stereotypes of early and late careerists, including:
Early careerist positives
a.
High energy
b.
Desire to accomplish big things
c.
Eager to learn
d.
Technology expertise
e.
Many years left in their career
Late careerist positives
f.
Many years of experience
g.
Wisdom
h.
Highly developed leadership skills
i.
Ability to evaluate and hire top talent
j.
Ability to accomplish big things quickly
k.
Strong mentoring and training skills
l.
Have established a positive industry reputation and have a long list of references
m.
Will provide the employer with recognition through publishing and presenting
n.
Strong career passion
o.
Know exactly what they want to do in their next position
Employers: As with early and late careerists in the interview process, employers need to verify the existence and strength of these positives with each middle careerist candidate.
Candidates: It will be a great benefit to middle careerist candidates in the interview process if they can reinforce and stress these positive stereotypes in the eyes of the employer.
•
A lot of experience combined with many years left in their career
Stereotype: With very few exceptions, middle careerists have many years left to work.
Employers: There is not much for the employer to discuss with the candidate in this area.
Candidates: Individuals should try to sell this advantage to an employer in the interview.
•
Just coming into their own and likely to accomplish big things
Stereotype: This is an accurate stereotype for middle careerists who possess a solid track record.
Employers: Employers should discuss with candidates their past successes and quiz them about their goals, including what more they are capable of accomplishing.
Candidates: Employers will be impressed in an interview if individuals describe past achievements and then lay out specific goals to accomplish even bigger things.
•
Possess the mind set of having firm long-term career goals
Stereotype: Middle careerists have enough experience behind them to usually have a good idea of how they want to use that experience long term.
Employers: During the interview process, employers should ask candidates how they see their career path developing over the next 10+ years. This may be a difficult question for most individuals, but their answer should tell the employer a lot.
Candidates: An individual can improve their status as a candidate if they describe long-term career goals that align closely the type of position and the growth potential stated by the employer.
Negative stereotypes:
• Less likely to desire new learning than a younger person
Stereotype: This is not a fair stereotype to apply to middle careerists.
Employers: Many middle careerists desire continuing education that will help them advance their careers. Employers should discuss the type of new learning the company encourages and then gauge the candidate’s interest.
Candidates: If a person is excited about the prospect of new learning, they should convey that to the employer. The candidate can then evaluate whether the employer fully supports continuing education.
•
Too much experience for the position
Stereotype: This is not a fair stereotype to apply to middle careerists.
Employers: As an example, the employer may be requesting three to five years of experience but are interviewing somebody with 20 years of experience. The employer should not automatically label this candidate as overqualified. They need to look closely at whether the candidate will be satisfied in the role.
Candidates: If an individual is truly interested in a job that somebody with a lot less experience can handle, they need to express this strongly to the employer. This person will need to convince the employer that they will be happy in this role for the foreseeable future.
•
Will expect an early promotion
Stereotype: This is not a fair stereotype.
Employers: Employers should describe how they expect the position to grow and ask candidates if that type of growth aligns with their goals.
Candidates: Individuals need to express clearly to the employer that despite their extensive experience, they will be patient to wait for any kind of formal promotion until both parties see it as fitting.
•
Will command a premium salary
Stereotype: There is a lot of truth here, although it should probably not be considered a stereotype.
Employers: During the interview process, employers should try to learn the candidate’s opinion about the competitiveness of their current salary and if it is important for them to obtain a large increase when changing jobs.
Candidates: It is generally recommended that individuals do not promote a specific desired salary, although it is perfectly appropriate to state that they hope to prove to the employer that they are worth a significant increase.
•
Will be tempted to leave the company in the short term for a higher salary
Stereotype: There is a lot of validity to this concern since successful middle careerists are in great demand.
Employers: Employers should be looking at competitive salary ranges for candidates whom they are interviewing. In the case of highly successful individuals, employers are wise to pay top dollar to reduce the risk of somebody leaving the company for a much higher salary offer.
Candidates: During the interview process, individuals should express that opportunity and personal growth are more important than compensation. At the same time, though, it is appropriate to state that they would like to be paid top dollar for their experience and level of success.
LATE CAREERISTS (AGES 55 AND UP)
Positive stereotypes:
• Many years of experience
Stereotype: This is obviously a fair stereotype.
Employers: Employers should not assume that many years of experience equals success. They should quiz candidates about what they want to accomplish and about their motivation to do well in the open position.
Candidates: Individuals should convey in the interview how they will use their many years of experience for the benefit of the employer.
•
Wisdom
Stereotype: This is a fair stereotype that applies to most late careerists.
Employers: Employers should get a feel for this quality in an individual during the normal course of the interview.
Candidates: Looking at the big picture, individuals should emphasize their understanding that performing well in this position influences company profitability.
•
Highly developed leadership skills
Stereotype: This is not a fair stereotype and depends on an individual’s quality and depth of leadership background.
Employers: If an employer is searching for a proven leader, they are wise to look at the success a person has had as a team leader and not just at the number of years in a leadership role.
Candidates: Individuals should be prepared to provide examples of specific projects where they have led a team to a successful result.
•
Ability to evaluate and hire top talent
Stereotype: It is likely that a proven leader will have this ability, but it is not a fair stereotype.
Employers: Proven leaders may be good at promoting a common vision and delegating responsibilities but may not have great ability to hire the best talent. Employers should ask candidates for specific examples of their ability to locate and attract top talent.
Candidates: An individual with an extensive leadership background should give examples of top talent they have hired, including what types of positions and with what kind of success.
•
Ability to accomplish big things quickly
Stereotype: Many years of experience are more likely to lead to quick success, but it is not a fair stereotype.
Employers: It is obvious here that an employer needs to look at the history of success of the candidate, especially in recent years.
Candidates: Individuals must be prepared to discuss their proudest accomplishments over the years, and they should have regularly documented these successes.
•
Strong mentoring and training skills
Stereotype: A proven leader is likely to have these skills, but it is not a fair stereotype.
Employers: Employers should inquire with candidates about the satisfaction they receive from mentoring others. They should also ask for specific examples of the types of individuals they have trained.
Candidates: Mentoring others is a valued skill, so individuals should mention if they enjoy it. They should also be ready to give a few examples of the success they have had with training.
•
Have established a positive industry reputation and a long list of references
Stereotype: This is not a fair stereotype since an individual’s reputation may have become tarnished.
Employers: If an individual has been in the industry for many years, an employer can likely learn about their reputation by asking around. They should be able to obtain multiple references from the candidate and should be suspicious if they cannot.
Candidates: If an individual has a positive reputation, they can do themselves a favor and provide three or more references and invite the employer to ask around about them.
•
Will provide the employer with recognition through publishing and presenting
Stereotype: Many late careerists have done a lot of publishing and presenting and many have not, so it is not a fair stereotype.
Employers: Publishing and presenting promotes and is a benefit to both the employer and the individual, so employers are smart to inquire about a candidate’s plans to continue doing presentations.
Candidates: Individuals have a right to be proud of their past publications and presentations and should be ready to discuss which ones are most related to the business of the employer.
•
Not likely to push for promotion
Stereotype: Many late careerists are not looking to climb the ladder anymore, but it is not a fair stereotype.
Employers: Employers should learn about the career goals of a candidate, and if the individual will be happy doing the same job a few years from now.
Candidates: Individuals who are not eager to climb the ladder should express this to the employer but should also indicate a willingness to take on additional responsibilities as requested.
•
Realistic expectations of the job and a good work ethic
Stereotype: Late careerists have generally become grounded and have excellent work habits, so this may be a fair stereotype.
Employers: Employers should always be discussing mutual expectations with candidates and should be able to have frank conversations with late careerists about what a typical workday should look like.
Candidates: Individuals should make a point in the interview of feeding back to the employer what they are hearing about the position and its objectives and then express their comfort level with the job. Candidates may also want to stress how their work habits have never been better.
•
Strong career passion
Stereotype: Late careerists have often developed great passion for their careers over many years, but it is not fair to call this a stereotype.
Employers: Employers are smart to question candidates about how much they love working in their chosen field. A passionate candidate in a well-fitting position is a likely long-term employee.
Candidates: Having the right skill set is half the battle. The other half of the battle is motivation, so expressing passion to the employer will go a long way.
•
Know exactly what they want to do in their next position
Stereotype: This is somewhat of a fair stereotype since so many late careerists know how they want to use their vast experience in their next role.
Employers: Employers should question candidates about the kinds of positions they are considering at this stage of their career so they can learn how focused individuals are on the type of position that is open.
Candidates: Even if an individual is considering several different types of positions, they should explain to the employer why the open position is ideal for the next step of their career path.
•
Looking for meaning and purpose in their next job
Stereotype: This is common among many late careerists, although I would not call it a stereotype.
Employers: Although it may be admirable and not surprising to see late careerists look for meaning and purpose in possibly their last full-time industry position, employers need to make sure that contributing to the company’s bottom line is also a priority.
Candidates: There is nothing wrong with a person stating to employers that meaning and purpose is important at this late stage of their career. However, candidates must make it clear that they are looking to be a top performer.
•
Not likely to leave the company in the short term
Stereotype: It can be difficult for late careerists to find a new position, and they usually want to stay long term in a job that is a good fit. However, it is probably not a fair stereotype.
Employers: As with candidates at all stages of their career, employers should do in-depth questioning about a person’s goals so they can assess the likelihood that they are hiring a long-term employee.
Candidates: Job candidates are always being evaluated as to whether they will still be with the company three to five years down the road. Individuals should express that they see the job having the daily challenge and satisfaction they desire over the next several years and then state the reasons why.
Negative stereotypes:
• Coasting at this point in their career
Stereotype: This is not true of most late careerists, so it is not a fair stereotype.
Employers: There are industry professionals who are slowing down late in their careers, so employers do need to make sure that candidates are committed to working as hard as ever.
Candidates: It is recommended that late careerists emphasize in the interview that they have many things they still want to accomplish.
•
Low energy level and diminished physical capabilities
Stereotype: This is not at all a fair stereotype of late careerists.
Employers: During the interview, employers should discuss the physical demands of the job with the candidate. Even if an individual is not physically able to do some things they did when they were younger, they may be capable of excelling in the position.
Candidates: After learning the demands of the job, individuals should feed back to the employer that they understand these demands clearly and they would be capable in the role and interested.
•
Will need excessive time off for health reasons
Stereotype: Although health problems are more prevalent among late careerists, this is not a fair stereotype.
Employers: Employers can discuss health issues of individuals in the interview, but only as it relates to their ability to do the job and the necessity of taking excessive time off.
Candidates: Especially if health issues are obvious or known to the employer, individuals may want to put these issues out on the table. This may help the employer understand the limited amount of time off that will be necessary to deal with the person’s existing health problems.
•
Will demand more vacation time
Stereotype: This is somewhat of a fair stereotype since late careerists have become accustomed to four or five weeks or more of annual vacation.
Employers: The subject of vacation time typically does not come up until a job offer is being made. Employers should expect a high-performance level from a late careerist along with a reasonable and flexible request on vacation time.
Candidates: Individuals are smart to leave out vacation time requests until they have proven the exceptional value they bring to the employer. When negotiations take place for vacation time, candidates should look at the entire time-off package, including formal vacation time, personal days, sick days and work-from-home time. They should also consider an employer’s willingness to give off-the-record time off.
•
Limited number of years left in their career
Stereotype: Every employee has a finite number of years left to work. This is only a fair stereotype in the respect that late careerists on average have a lesser number of years.
Employers: One important consideration in hiring a late careerist is the likely number of years the individual is planning to work full time. Employers can get a feel for this by asking the individual about their short- and mid-range career goals.
Candidates: Individuals will certainly want to give themselves the benefit of the doubt regarding the number of years left in their career. They may want to state that if they are passionate about the job, they may delay their retirement plans. Individuals can also state that the employer may be more likely to keep them for five to 10 years compared to a younger candidate.
•
Set in their ways
Stereotype: There is some level of truth to this with most late careerists, and it is somewhat of a fair stereotype.
Employers: Employers should quiz late careerists on their level of interest in new learning including formal education courses. Employers should also discuss how receptive individuals are to aspects of the job that may involve conducting business in new and different ways.
Candidates: Individuals should provide examples of how they have adapted to new systems, new operational procedures and/or new ways of conducting business in their most recent jobs.
•
Will be difficult to manage
Stereotype: This can be a problem for employees at any stage of their career, so it is not a fair stereotype.
Employers: Employers are wise to explore a candidate’s relationships with past superiors. It may be a good idea to discuss specific situations and projects from past employers to learn if the individual tends to be stubborn, argumentative or a bit of a maverick.
Candidates: Individuals may set an employer’s mind at ease by discussing specific projects with past employers and how they were managed in a cooperative and collaborative manner.
•
Not technologically astute
Stereotype: This is the case with many late careerists, although a lot of late careerists are current in their technology training and knowledge.
Employers: In the interview process, employers should discuss a candidate’s general ability and willingness to learn new technology as well as the individual’s knowledge of technology that will be used in the position.
Candidates: Upon learning the type of technology that will be utilized in the position, the candidate should state clearly if they are readily functional in the technology. If not, the candidate should give a recent example of how they quickly became proficient in a similar technology.
•
Higher compensation demands
Stereotype: This is not at all a fair stereotype since money is less important than ever to many late careerists.
Employers: Employers may want to ask candidates directly how important salary is to them at this late stage in their career. The individual’s answer to this question should be quite telling even if specific compensation figures are not discussed.
Candidates: Individuals need to be careful not to hurt their negotiating position by selling themselves short on the compensation issue. Nevertheless, they can certainly state that they are confident about an agreement being reached on salary because other things about an opportunity are more important than ever.
You have seen from the previous comments that fair stereotypes do exist for early, middle and late careerists. Despite these stereotypes, employers are smart to keep an open mind in looking out for exception-to-the-rule candidates who can potentially be top performers because of their motivation to be high achievers.
As an individual job seeker, positive stereotypes can work in your favor. However, negative stereotypes associated with the specific stage of your career often need to be addressed head-on in the job interview to show that these stereotypes do not fit you.
Ken Pelczarski is owner and founder of Pelichem Associates, a Chicago-based search firm established in 1985 and specializing in the lubricants industry. You can reach Ken at (630) 960-1940 or at pelichem@aol.com.