Dear CEOs: It’s Time to Talk About Ageism. And This Time, Actually Do Something About It.

Lately, I’ve noticed something interesting.

A lot of people with CEO, President, Vice President, and Executive in their job titles are following me.

You’re not always commenting.

You’re not sliding into my DMs.

But I see you watching—quietly scrolling, reading between the lines, nodding when I post something about hiring frustrations, broken processes, or the fact that “dynamic culture” has become corporate code for “we don’t hire anyone over 45.”

So let’s skip the polite intros and get honest.

We have an ageism problem.

Not just in tech. Not just in startups. Not just in the industries where “youthful energy” is plastered across the About page.

Everywhere.

It’s not always loud or obvious.

It’s not “You’re too old” in an email.

It’s more subtle.

It’s the résumé that gets passed over because the graduation date gives away too much.

It’s the candidate who gets told they’re “overqualified” (as if that’s a crime).

It’s the woman who gets edged out of promotion conversations after 50 because someone younger “just really understands our new direction.”

I’ve seen people with 25+ years of leadership experience, people who have mentored generations of rising stars, who’ve shown up early, stayed late, led through crises—get ghosted after one interview by a company that says “we’re building an inclusive team.”

You say you want wisdom.

You say you want accountability.

You say you want culture, loyalty, grit, leadership.

But when someone shows up with all of that—and wrinkles, and receipts—you go quiet.

Why?

Because hiring someone over 50 feels like a risk?

Because they might “not vibe” with your open floor plan and Slack GIFs?

Let me offer a different perspective:

They’re not a risk.

They’re the exact thing your culture needs.

They’re stable in a storm.

They won’t panic when the market shifts.

They’ve already survived budget cuts, hiring freezes, layoffs, and three different CEOs.

They won’t leave after a year because someone offered them $3K more and a ping pong table.

They’re not here for perks.

They’re here to build.

And no—they don’t need hand-holding.

They need a fair shot.

So if you’re an executive reading this—really reading this—ask yourself:

• When was the last time you hired someone over 50 who wasn’t already in your C-suite?

• How many résumés do you pass over just because “it’s too much experience”?

• How many talented, seasoned professionals have you lost because you prioritized cool over capable?

Diversity without age is not diversity.

And innovation without wisdom is just chaos in a hoodie.

It’s time to make room at the table.

Not just for the fresh-out-of-school “rising stars,” but for the veterans who still have more to give.

Because I promise you—if you’re only hiring people who match your aesthetic,

You’re missing the people who built the road you’re trying to drive on.

The ones who are still steady.

Still sharp.

Still ready.

Just waiting for someone in your position… to finally see them.