Here are some fun facts, courtesy of the U.S. Bureau of Labor Statistics (2024 data).

Read between the lines: older people who shifted careers later in life stay on board longer, allowing companies to retain the valuable experience they bring into the company.

I know first-hand of several top-level, job-seeking 55+ CEOs that don't even get a nod from the very same recruiters that used to pound their doors down when they were still in a position to hire.

I don't get the reasoning behind ageism. What is the problem?

"You can only get between ten and twenty good years out of an older candidate"

And you think a younger candidate will stick around even for that long?

"They are too expensive"

Really? Have you even asked? Also: did you ever calculate the cost of hiring someone with less experience?

"No agility of flexibility"

True if you are hiring a gymnast for your Olympic team. Otherwise: these are character traits, not features that wither and die after 50. Interview first, judge later.

"Not a good fit with our younger team"

It sounds like you already hired a bunch of younger ageists and trained them well. Any other team biases you'd care to share?

"Potential health issues".

Sure. Hire a younger woman instead and see how the common-for-the-demographic health issue called "maternity" impacts your workflow.

Use your common sense when hiring.