Preparing for a Career Change in Your 40s

This morning I ran a loop in Cambridge that put me in reflective mood... How do you shape your career? It's a question I've been asked a lot, even more since announcing I would step down from Google. Some asking were just starting out in the world of work, like my wonderful sons and their friends. Some were colleagues wondering about promotion, moving geography or function. Sometimes it was people established in leadership roles asking - what next? Through nearly 40 years of working life, I’ve had hundreds of similar conversations. Many helped me reach my own recent decision. Here's what I learned, and passed on. The same, simple ideas seemed universally helpful: 1 - If you do one thing only: ask for help. From people a step or two ahead of you, maybe they’re in a role you covet, or do things in a way you admire. Be bold. Almost everyone remembers being where you are, most of them are kind enough to help. Don't ask for a job, ask for advice; how they see you; is there anyone they know who could help. A chat yields perspective; many lead you to someone new and to opportunities. People are generous and even if they’re too busy to talk, they won't be offended by you asking. Ideally have coffee* in person. In my experience this is the most effective approach BY FAR. It's how I landed at Google, how I got involved as a Trustee at more than one charity and as a Non Exec Director for a public company. And it's how I decided to take a jump into my ‘gap year’ so belatedly… 2 - Make time to do this. Every week. If you are already in a role you won’t have the time. Because you aren't prioritising yourself. So make growing your career a project, like you do for other important initiatives. Project Matt. Or Karina. Or Molly. Block 2-3 hours a week out. Use the time to find and contact people, to have those chats, and follow up. I'm serious. Not everyone you mail will respond, not everyone who responds has time, not everyone who chats will change your life. But the more you put in the more you will get out. Sometimes I suggest to people who are struggling to prioritise themselves to email me a brief weekly progress report on Project Them, like they would with an important work project - accountability helps. Don't drop the ball. This is an important work project! 3 - Of course, do the other things. Apply for roles, talk to recruiters, go to events. Read helpful books (I’ll share a few that helped me soon). Today's job market often requires lengthy, bespoke online applications. They may be for roles that are fictional placeholders, or will be filled by internal candidates. You learn nothing from the process and make no human contact. So don't only do step 3, you might luck out but you won’t learn and grow anything like as much in the process. I would like to thank so many people, too numerous to mention, for the coffee* chats, walk, talks and notes that helped me develop and grow over the years. *Other beverages are available.

"I am 63 years old, I think by far ageism is my key limiting factor." A client shared this with me last week. Because ageism + outdated hiring habits are very real. Resumes that quietly shout “I’m older” get filtered out before anyone sees your value. Thankfully, fixing this is simple once you know where to start. And unlike fighting the entire hiring system, this won’t cost you months of your life and every ounce of your confidence. Use this 3-step Age-Smart Resume Framework 👇 1️⃣ Trim your timeline Focus on the last 10–15 years. Older roles can be moved into a short “Earlier Career” or “Additional Experience” line. Tip: If a much older role is still essential, highlight the achievement, not the date. 2️⃣ Rewrite your summary Instead of opening with “Seasoned professional with 25+ years of experience”, lead with who you are and what you do now (e.g., “Operations Director who cuts costs and improves delivery speed for global manufacturers.”). Mistake to avoid: Putting “20+ / 30+ years of experience” in the first line of your resume or headline, it frames you by years, not impact. 3️⃣ Modernize education If your degree is more than 3 years old, you don’t need graduation years. Listing the degree, school, and location is enough. This keeps the focus on your qualifications, not the date you finished them. Quick example: Avoid → “B.A. in English, George Washington University, 1979” Use → “B.A. in English, George Washington University, Washington, D.C.” A quick example: I worked with a client in his early 60s who had a 4-page resume: - Every role since the late 80s - “30+ years of experience” in the first line - Graduation dates from decades ago - Brilliant background. But on paper, his resume was aging him before anyone got to his accomplishments. We: - Cut detailed experience to the last 15 years and turned older roles into a short “Earlier Career” section. - Replaced “Seasoned professional with 30+ years…” with a strong branding line focused on outcomes. - Removed old graduation dates and added recent upskilling and certifications near the top. Within two weeks, he started getting more interviews for roles. Same person. Same experience. Different first impression. 3 reasons why this works: Reason 1: It shifts the focus from age → relevance. You’re showing what matters most to employers now: recent wins, relevant skills, and current impact. Reason 2: It removes unnecessary age “signals.” Old dates, lengthy timelines, and "30+ years" language quietly trigger bias. When you edit those out, you’re not hiding your age; you’re removing distractions so your strengths get seen first. Reason 3: It positions you as experienced and current. A modern summary, focused timeline, and updated education section send a clear message: “I have depth of experience and I’m still growing, learning, and contributing.” You don’t have to erase your history. You just have to present it in a way that lets employers see your value before your age.

My Honest Advice to Anyone Working Past 40... → Plan an exit before it’s forced. Don’t assume loyalty = security. → Don’t get trapped by your title. A “Director” today can be unemployed tomorrow. Skills and adaptability outlive designations. → Keep proof of impact. Maintain a personal archive of wins, metrics, and stories. You’ll need them for interviews, consulting, or pitching yourself. → Outgrow your company before it outgrows you. Don’t wait until you’re irrelevant. Move when you’re still in demand, not when desperation hits. → Visibility > hard work. Past 40, silent contributors get forgotten. Speak, publish, network, make sure people know what you bring. → Invest in younger mentors. Reverse mentorship is real. A 28-year-old may teach you more about AI, digital, or the future of work than a peer can. → Negotiate lifestyle, not just salary. At this stage, flexibility, health insurance, and location freedom can matter more than a pay bump. Last but NOT the least... Accept you may have to reinvent. Entire industries can shrink in a decade. Be ready to start fresh, even if it bruises the ego. These aren’t things you’ll find in a motivational book. These are the real, sometimes uncomfortable truths of life after 40. Read it again. Thank me later. - Anand Vaishampayan

If you’re in your 40s and feeling invisible, irrelevant, or replaceable… You’re not alone. And you’re not done. Yet it is a double whammy: We’re going to live longer — and yet, many are getting fired earlier. Careers are ending in the 40s. At a time when responsibilities are at their peak — EMIs, school fees, aging parents, health bills. And the harsh truth? No one’s hiring you unless you’re cheap or niche. I quit the corporate world at 50 — by choice. It’s been 10 years now of walking a different path. Of chasing dreams, reinventing, stumbling, learning, and helping others do the same. So if you’ve been laid off ( at any age) — or fear that pink slip is near — here’s what I’ve learned. Take what makes sense. Leave the rest. 1. Reinvent Your Thinking — Start Thinking Like a Creator Don’t chase a job. Start creating value. Even if you are in a job,consult, teach, write, coach, or freelance — you’re building. A one-person business is still a business. Be a Risk Taker - No Job is Safe. 2. Sell Your Story, Not Just Your Skills Your experience is not a liability. It’s a brand. Learn to tell your story. What you stand for. Why it matters. Storytelling and marketing are not optional anymore — they are survival skills. 3. Embrace AI — Before It Replaces You AI won’t replace people who use it smartly. Just need to be open. And a fundamental shift - stay Curious, be a lifelong learner. 4. Build a Financial Safety Net Before freedom, comes the cushion: • Emergency fund (12 months) • Medical and term insurance • Reduce lifestyle costs • Start building small passive income streams And stop competing/ comparing. Each journey is unique. 5. Find a Support System Reinvention is hard. Doing it alone is harder. Find people who get it. Share learnings. Collaborate. Be vulnerable. Even one supportive conversation a week can give you energy to keep going. 6. Find a Good Mentor I wish I had one when I started. A mentor can be your mirror when you’re doubting yourself. A pillar when your own voice gives up. Someone who has walked the path and can hold space for you when you feel lost. Don’t underestimate what a good mentor can do. It could change everything. 7. Build Inner Strength There will be fear, silence, rejection. That’s when inner work begins: Journaling. Reflection. Mindfulness. When the outer path is uncertain — the inner path is what holds you. 8. Take Charge of Your Health You can’t build your second act if your body is breaking down. • Focus on habits, not willpower • Move daily — I found cycling, you’ll find your thing • Calm your mind — even 10 minutes of meditation helps • Don’t do it alone — community matters here too Final Thought A wave may knock you down. But it can also carry you somewhere new — if you learn to float. Don’t let a layoff define your end. Let it become your turning point. The second act is calling. And this time, you get to write it your way. #FireUp.

You can't solve today's career pivot with yesterday's networking habits. Most professionals think reinvention means starting from scratch with their network. You want to become a novelist, but your connections are all in tech. You're pivoting to consulting, but you only know people in academia. You're moving into nonprofits, but your rolodex is full of investment bankers. So you do what everyone does: cold email strangers in your target industry. Ask for informational interviews. Try to prove you're worth listening to. But here's the reframe. You don't have the wrong network. You're just not using it the best way you can. Your tech friends? One of them went to college with a literary agent. Your academic colleagues? Someone's spouse runs a consulting firm. Your finance contacts? They sit on nonprofit boards and know every executive director in town. The connections you need already exist in your network. Just not in the obvious places. But there's a bigger strategic shift most people miss. Stop chasing people. Start attracting them. When you're constantly reaching out, asking for coffee chats, requesting time from strangers, you're positioned as the outsider who needs favors. When you share your expertise publicly - through writing, speaking, or thought leadership - the right people come to you. They come to you as someone worth learning from. I've seen this work repeatedly: A friend's wife went to college with a well-known independent filmmaker. A television newscaster met at a weekend writing workshop two decades ago. The high-value connections rarely come from obvious industry networking. The shift isn't "I need different connections." It's "I need a different connection strategy." Here's what actually works: Get specific about who you want to meet. Not "people in publishing" but "agents who represent business book authors." Ask your existing network for introductions - without a transactional agenda. People know surprising people. Your job is to find out who. Share your expertise at scale to reverse the dynamic. Write for respected publications. Speak at conferences (even for free at first). Make it easy for the right people to discover you. This is how you stop proving yourself to strangers and start building momentum. The career pivot gets infinitely easier when you realize your existing network isn't the problem. Your strategy is. ♻️ Save this and share it with someone who needs to stop chasing and start attracting. ➕ Follow Dorie Clark for more on how to use your network more effectively.

4 more years. 57 is the average age at which candidates are considered ‘too old’ for job roles, according to TotalJobs. Which means people my age have 4 more years until they're hung out to dry by ageist recruiters. That's 4.2 million people in England and Wales alone – representing £138 billion in economic output – at risk of being overlooked simply because of their age. There are people and organisations doing great work to bring this issue to the attention of decision makers. People like Lucy Standing CPsychol, AFBPS, CPBP, MSc, BSc and organisations like 55/Redefined . Believe me, I would love to not have to give this advice, but this is what candidates can do to take control of their job search: 1. OWN IT! Your years of experience aren't baggage – they're your superpower. Showcase how you've navigated industry transformations and led teams through change. Talk about tangible achievements. 2. Stay current: be active and visible on the platforms where recruiters and hiring managers will find you. You might not love LinkedIn, but it's an essential part of the job search process, and being here proves you're digitally fluent. 3. Focus on recent wins: (I hate having to say this but) structure your CV around the last 10 years of achievements. Go large on tangible results that demonstrate your current value. 4. Grow and nurture your network: most candidates land roles through a referral. Your decades of relationship-building are pure gold. 5. Target age-positive employers: 55/Redefined has a list of age-inclusive employers. Look at the demographic of a company's employees on LinkedIn. Contact them proactively.     Your experience isn't just years on the job; it's battle-tested judgment, refined leadership skills, and the ability to see around corners. Experience should be celebrated, not penalised. This is the one discrimination that everyone is going to face. If you agree, please share this post and MAKE SOME NOISE! ♻️

Ageism operates at both ends of the career spectrum - and most professionals at either extreme handle it with the exact wrong strategy. Too young? You apologize for your age and overcompensate by promising to work twice as hard. Too old? You deflect and hope the interviewer won't do the math on your graduation date. Both approaches fail for the same reason: they signal insecurity instead of strategic value. Here's what actually works at both ends: If you're perceived as "too young": Own it and immediately reframe it as advantage. "You're absolutely right that I'm early in my career - which means I'm hungry to prove myself, highly adaptable to new systems, and not entrenched in 'how we've always done it.' I've already [specific achievement that demonstrates unusual competence for your experience level]. My age means I bring fresh perspective and current knowledge without the ego that sometimes comes with seniority." If you're perceived as "too old": Address it directly with complete confidence. "I recognize I bring more years of experience than you might have been expecting - here's exactly why that works in your favor. I've already made the expensive mistakes you can't afford to make. I can identify problems before they escalate into crises. And I deliver immediate results without requiring the learning curve or hand-holding that comes with less experienced hires." What makes both approaches effective: You're not being defensive or apologetic. You're being strategically proactive. You acknowledge exactly what the interviewer is already thinking and immediately reframe it as a competitive advantage backed by concrete evidence. The professionals who consistently win aren't the ones trying to hide or minimize their age. They're the ones who own it completely and make it strategically impossible to ignore the specific value that comes with their position on the career timeline. Sign up to my newsletter for more corporate insights: https://vist.ly/4ggz4 #ageism #ageismatwork #careeradvice #jobinterview #careerstrategy #jobsover50 #careerafter50 #youngprofessional #experiencedworker #workplacediscrimination

Age is just a number when it comes to chasing your dreams. Your best chapter might be ahead of you. Here's some examples to show it is never too late to start a new chapter: • 𝗖𝗼𝗹𝗼𝗻𝗲𝗹 𝗦𝗮𝗻𝗱𝗲𝗿𝘀 - Started KFC at 62 after multiple failed businesses • 𝗟𝗮𝘂𝗿𝗮 𝗜𝗻𝗴𝗮𝗹𝗹𝘀 𝗪𝗶𝗹𝗱𝗲𝗿 - Published her first Little House book at 64 • 𝗩𝗲𝗿𝗮 𝗪𝗮𝗻𝗴 - Entered fashion design at 40, built empire after 50 • 𝗥𝗮𝘆 𝗞𝗿𝗼𝗰 - Founded McDonald's franchise at 52 • 𝗔𝗻𝗻𝗮 𝗠𝗮𝗿𝘆 𝗥𝗼𝗯𝗲𝗿𝘁𝘀𝗼𝗻 𝗠𝗼𝘀𝗲𝘀 (𝗚𝗿𝗮𝗻𝗱𝗺𝗮 𝗠𝗼𝘀𝗲𝘀) - Began painting seriously at 78 Here's how REINVENTING after 50 can work (from coaching hundreds of clients) 𝟭. 𝗧𝗵𝗲 𝗪𝗶𝘀𝗱𝗼𝗺 𝗔𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 • Decades of experience help you spot opportunities others miss • You know your strengths and can leverage them better • Past failures become valuable lessons, not roadblocks • Better judgment in partnerships and business decisions    𝟮. 𝗠𝗼𝗱𝗲𝗿𝗻 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 • Remote work removes age bias from hiring (video calls mean nobody sees your grey hair!) • Online platforms let you start businesses with low overhead • Social media gives direct access to customers worldwide • Gig economy offers flexible ways to test new paths    𝟯. 𝗦𝗺𝗮𝗹𝗹 𝗦𝘁𝗲𝗽𝘀 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵 • Start as a side project while keeping your day job • Test ideas with minimal investment before going all-in (do a low-cost probe - test and learn) • Build skills gradually through online courses and workshops (I planned 4 years ahead before I transitioned) • Transition slowly to reduce financial risk    𝟰. 𝗔𝗰𝗰𝗲𝘀𝘀 𝘁𝗼 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 𝗦𝘆𝘀𝘁𝗲𝗺𝘀 • Professional networks you've built over decades • Mentorship programs specifically for career changers • Online communities of people making similar transitions • Family support often stronger when kids are grown 𝟱. 𝗬𝗼𝘂 𝗖𝗮𝗻 𝗔𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗘𝗻𝗷𝗼𝘆 𝘁𝗵𝗲 𝗝𝗼𝘂𝗿𝗻𝗲𝘆 • No more climbing ladders for other people - build something that excites you • Freedom to say no to toxic clients and bad opportunities (assuming you got mortgage paid off) • Work with people you actually like instead of just tolerating • Finally pursue that thing you've been curious about for 20 years If this speaks to you, here's some words of encouragement: You're not starting over - you're starting ahead. With life expectancy trending toward 100 years, you potentially have 40+ productive years left. That's longer than most people's entire first career. You have something no 25-year-old has: wisdom earned through experience, networks built over decades, and the clarity that only comes with time. And the best part, you can choose to slow down or accelerate. Start building your next chapter now so you have a smooth transition. (I call this - Build your parachute for a soft landing) What will you start today? Follow Adeline Tiah for stories on reinvention and future of work. Image credit: Ideogram

Job searching can feel like gloom and doom—but I want you to focus on a different rhyming word instead: BLOOM. Yesterday, I attended the North Carolina Museum of Art's Annual Art in Bloom opening day. I was inspired by the stunning floral arrangements on display, and I left feeling hopeful—reminded that growth happens when you nurture what’s already there. That got me thinking about how career growth works the same way. Here’s a framework you can use to keep momentum during a challenging job search along with some free job search resources: B.L.O.O.M. B – Brainpower your career Before you dive into a job search, the thought work comes first. Jumping straight into applications without a plan is like trying to navigate a new city without a map—you might get somewhere, but it won’t be efficient or strategic. 1. Build your target company list Use tools like Crunchbase and LinkedIn to identify companies that align with your career goals, values, and desired growth trajectory. Look beyond obvious names—consider companies that are scaling, have strong leadership, or are in industries where your expertise is in high demand. 2. Identify decision-makers Once you have your list, use platforms like Hunter and TheOrg to find the right contacts—executives, hiring managers, or functional leaders—so you know exactly who to connect with. 3. Leverage your centers of influence Think about mentors, colleagues, and past collaborators who can help open doors. Share your target company list with them and ask for introductions or guidance. Strategic referrals often get you further than cold outreach alone. L – Leverage your strengths Focus on what you do best. Make sure your resume, LinkedIn, and interviews highlight your unique value—not just a laundry list of responsibilities. See comment section for a resource on how to build out result rich resume bullet points. O – Optimize your brand Your personal brand is more than your resume. Share thought leadership, highlight achievements, and make it clear why you’re the right person for the roles you want. See comments for a white paper on how to write a LinkedIn profile. O – Organized strategy Treat your search like a project. Track applications, follow-ups, and networking opportunities. Small, consistent actions add up faster than sporadic bursts of activity. M – Move forward with confidence Job searches can be slow and unpredictable. Keep taking action, stay visible, and don’t let setbacks shake your belief in your skills and potential. Make daily and weekly outreach goals. **You should not be measuring how many jobs you are applying to each day. Instead, focus on decision-maker conversations.*** When you approach your career like this, you’re not just surviving the search—you’re planting seeds for growth and opportunity, and eventually, you bloom. 🌸

I was scared to share this, but this might help someone else. So here we go. Most people know that I moved from Audit to SaT, but not many know how confused I was before making that decision. I kept thinking that switching teams might set me back. New work. New expectations. New learning curve. And the fear of failing was real. But this one decision changed my career in ways I did not expect. 1. I realised comfort zones feel safe but cost you growth Audit had become familiar for me. I knew the process. I knew the people. The clarity felt nice. But I also felt the urge to work closer to business, deals, investors and real decision making. That push came only when I stepped out. 2. Skills that I thought were small became my biggest strengths Working with tight timelines. Managing teams. Reviewing numbers. These skills looked basic in Audit. In SaT, the same skills helped me understand deals faster and handle pressure better. Your old skills support your new journey more than you think. 3. The fear of starting again goes away once you start delivering I still remember my first deal. New model. New terms. New expectations. But once you solve even one tough problem, confidence builds. You stop thinking of yourself as a beginner. 4. Switching is not about running away. It is about moving toward something People think career changes happen because you are unhappy. Sometimes they happen because you want to explore more. If you are in a similar place, feeling stuck or confused about switching roles, trust your curiosity. Growth rarely happens inside comfort. Hope this helps. If you want to discuss your career switch, role fit or interview strategy, you can book a 30 or 60 minute session on my Topmate.