I’ve Spent a Year Job Hunting in Midlife—Here’s What I’ve Learned (and What I Wish Hiring Professionals Knew)

The Odd Hat Creative

I’ve Spent a Year Job Hunting in Midlife—Here’s What I’ve Learned (and What I Wish Hiring Professionals Knew)

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dariobt
I’ve Spent a Year Job Hunting in Midlife—Here’s What I’ve Learned (and What I Wish Hiring Professionals Knew)

On the last day of July 2024, I lost a job I had held for 11 years.

I was the sole designer supporting marketing for the APAC, EMEA, Australia, and Oceania regions in a multinational company. When they restructured, my role wasn’t part of the new plan. Since then, I’ve been doing everything I can to find another job in the field I’ve dedicated my career to: creative design and marketing communications.

I’ve applied to hundreds—maybe thousands—of jobs. I’ve polished my CV with AI tools, made it more ATS-friendly, swapped in action verbs, included quantifiable metrics, and even removed dates on my education to soften the effects of ageism. I’ve networked, reached out to former bosses and suppliers, and sent feelers through every personal and professional contact I have.

But nearly a year later, I’m still looking.

This isn’t a pity party. I know I’m not alone. But it’s important we talk about what’s happening to mid-career professionals—especially those in creative industries—because the system we’re navigating is quietly, systematically shutting us out.

The Cold Silence of the Job Hunt

Most of the responses I get are auto-generated. A few came from actual humans who brought me into remote screenings or even face-to-face interviews. And sometimes—if I’m lucky—I’ll get a rejection note written by a real HR professional.

But for most of the applications I’ve sent? No confirmation, no feedback, no acknowledgment that my time and effort ever existed.

This kind of invisibility isn’t just disheartening—it’s systemic. The average corporate job posting gets 250 applicants, and only about 2% of them ever get called for interviews (Novorésumé, 2024). Some recruiters and HR insiders say the real odds are even worse: around 0.01% if you’re applying cold (Apollo Technical, 2025).

That sounds about right.

Ageism Is Real—Even If No One Will Admit It

I’ve done the work. I’ve updated my portfolio, learned new software, and adapted to newer workflows. But I still feel like I’m wearing a cloak of invisibility because of my age.

I’m not just imagining it. Korn Ferry has pointed out that Gen X professionals—those of us in our 40s and 50s—are becoming “the new unemployables.” Even though we’ve got decades of experience, we’re often assumed to be too rigid, too expensive, or “not a good culture fit” (Korn Ferry via CrunchyTales, 2024).

In Singapore, where I’m based, age discrimination is the most common form of bias in hiring, especially for people over 40 (CNA, 2023). Globally, 71% of jobseekers aged 45 to 60 say they believe age is a major obstacle (HR Dive, 2021), even though studies show that 87% of hires over 45 perform as well or better than their younger peers (HR Dive, 2021).

Let that sink in: the very group being excluded is statistically more likely to succeed in the role.

How the System Filters Us Out

I’ve learned that most companies use Applicant Tracking Systems (ATS) to scan resumes before a human even sees them. These systems are rigid, scanning for keywords and formats, and they eliminate more than 75% of resumes before they ever reach a real person (Novorésumé, 2024).

So even when I tailor each application, I’m often up against an algorithm that isn’t interested in nuance or depth—it just wants a perfect keyword match.

And let’s not forget the hidden job market: up to 85% of job openings are never even posted online. They get filled through referrals, internal promotions, or back-channel recommendations (Apollo Technical, 2025).

That’s not a bug in the system—it’s the system.

What Recruiters Say (When They’re Being Honest)

Some recruiters have been refreshingly candid. One admitted that companies rarely post jobs seeking “experienced people” anymore. Instead, they want square pegs for square holes—someone with the exact years of experience in the exact field, using the exact tools, with no learning curve (Reddit, 2023).

That same recruiter said many hiring managers assume older applicants won’t work well with younger teams, or will balk at having a 30-something boss. The fear isn’t just about skills—it’s about “fit.” Another 49-year-old jobseeker described it perfectly: “The last thing they need is an older guy second-guessing their decisions” (CNA, 2023).

I’ve also heard that even when we are overqualified, we’re told we’re not qualified enough—just to avoid the real issue.

What’s Working for Others (And What I’ve Tried Too)

Despite all this, there are success stories. People like me—mid-career professionals who’ve felt invisible—have landed new roles. But most didn’t get there by applying on job boards.

They got there through networking, upskilling, and resilience.

Take Imran, a marketing professional here in Singapore. After countless rejections, he finally landed a position at a tech firm by networking with people who valued diversity and experience (CNA, 2023).

Elena, a former executive, was unemployed for over two years in her late 40s. During that time, she stayed active: she got certified in project management, volunteered, and leaned on friends and family for emotional support. Eventually, she found her way back to full-time work (New Hampshire Magazine, 2024).

These aren’t fairytale endings. They’re hard-won. And they remind me that persistence, however exhausting, can still pay off.

So What Now?

If you’re a hiring professional reading this, I have one ask:

Stop assuming we’re past our prime.

Take a closer look at applicants who’ve been around the block a few times. You might find someone who’s already adapted, already proven, and already understands the stakes. Someone like me, who’s ready to contribute—not just coast.

And if you’re a fellow jobseeker like me? Please know this:

  • Network like your career depends on it—because it might.
  • Upskill even when you’re not sure it’ll “work.”
  • Take breaks without guilt.
  • Redefine what success looks like.

I haven’t given up. I’m still looking. I’m still applying. And I’m still showing up—because I know I have something to offer.

You probably do too.

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