𝗠𝘆 𝗮𝗹𝗴𝗼𝗿𝗶𝘁𝗵𝗺 𝗯𝘂𝗯𝗯𝗹𝗲𝘀 𝗮𝗿𝗲 𝘁𝗲𝗹𝗹𝗶𝗻𝗴 𝗺𝗲 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴.

On YouTube, I'm drowning in videos of bedroom producers in provincial UK towns recreating early 80s synth classics. 50 followers. 4 likes. While the world watches MrBeast and Chicken Shop Dates I'm watching Jeff from Chelmsford break down Visage’s "Fade to Grey" on his Korg keyboard.

On LinkedIn, it's the ageism posts. Dozens of them. Talented people over 50 sharing their 200th rejection. My feed has become a support group for Gen X marketers wondering where all the opportunities went.

But here's what I've realised: the algorithm isn't the problem. Yes, ageism is definitely in the air right now. But I also get that some companies are trying to shake up the old guard of “pale, male and stale” leadership. Maybe its time to flip the script. As I’ve had reinforced by the very excellent Troy Thompson on his “Outward Performance” course on Pavilion, its all about changing your mindset, not just focusing on behaviours.

Don’t let your career fade to grey (see what I did there?). Target organisations that actually need what we bring:

**𝗗𝗲𝗽𝘁𝗵 𝗼𝘃𝗲𝗿 𝗱𝗶𝘀𝗿𝘂𝗽𝘁𝗶𝗼𝗻**: Companies with strong mid-level talent but no one who's navigated multiple market cycles.
**𝗖𝗮𝗹𝗺 𝗼𝘃𝗲𝗿 𝗰𝗵𝗮𝗼𝘀**: Startups that need someone who won't panic when plan A fails. Because we've been through plans B through Z.
**𝗠𝗲𝗻𝘁𝗼𝗿𝘀𝗵𝗶𝗽 𝗼𝘃𝗲𝗿 𝗺𝗲𝘁𝗿𝗶𝗰𝘀**: Teams that value building capability, not just hitting quarters.

I've seen this pattern in my fractional work. The companies that hire experience aren't looking backward - they're looking for balance. Mixed teams where wisdom complements energy. Where battle scars prevent repeated mistakes.

Stop applying where youth is the unspoken requirement. Find the organisations mature enough to value maturity.

Your sweet spot exists. It's just not where everyone else is looking.

Now if you'll excuse me, Jeff just uploaded his version of "Cars" by Gary Numan. 🎹