For many Romanians, losing their job after 45 or 50 years comes with an unpleasant surprise: dozens of CVs sent and very few responses. In the online environment, the testimonies of those who say that they feel invisible on the labor market, even though they have decades of experience, are multiplying. How much does age matter in the recruitment process and what can mature candidates do to stay competitive? Experts explain where the biggest obstacles appear and how they can be overcome.
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“Age is very rarely mentioned as an explicit criterion for rejecting a candidate. Instead, there are a lot of assumptions, some justified, some not, about who a candidate is or can be 45 or 50 years from now”says Madi Rădulescu, Master Certified Coach (MCC) and managing partner of MMM Consulting Intl. for “Truth”.
One of the most FREQUENTLY questions employers ask is related to the ability to adapt to new technologies. According to the specialist, the perception that people learn harder as they get older continues to be strong in many organizations, even though experience often shows the opposite.
“A lot of times, this age group is much more adaptable because they’ve been through so many forms of technology evolution in their working lives over the last 25, maybe even 30 years,” says Madi Rădulescu.
Another concern of employers is related to flexibility and the ability to work in teams made up of people of different ages. In many companies today three or even four generations coexist, and mutual adaptation is not always simple.
Added to these are the salary assumptions. Many recruiters assume that a candidate over 45 will automatically have high salary demands, without checking that this assumption is true.
“The reality is that there may be surprises, especially for someone who has decided to change jobs or change careers and is willing to accept a lower salary level in exchange for a fresh start,” explains the specialist.
What the numbers say
According to eJobs data, almost one million applications came from candidates over the age of 45 in the first nine months of 2025, about 10% more than in the same period the previous year.
Most apply for full-time jobs, and the most sought-after fields are retail, construction, transport and logistics, manufacturing, financial services and the food industry. Most applications come from Bucharest, Cluj-Napoca, Ilfov, Timisoara, Iasi and Brasov.
At the same time, the perception of discrimination remains strong. A BestJobs survey shows that 80% of candidates over 45 believe there is reluctance towards older people, and 60% say they have attended at least one interview where they felt discriminated against because of their age.
“Yes, it’s hard to get a job after 45”
The topic generated a wide debate on Reddit, where hundreds of users discussed the difficulties faced by mature people in the labor market. Although these testimonies are subjective and do not represent statistical data, they provide a relevant picture of the public perception and frustrations accumulated around this topic.
“Yes, it’s hard to get a job after 45. It’s age discrimination. Very common in Romania,” write a user.
Others believe that the problem is more related to the cost-benefit ratio made by the companies.
“It can also be the reason that at that age you are over-experienced in a field and companies prefer to hire a junior for less money than one at 45 who would have higher salary claims”claims another participant in the discussion.
Several users also mentioned the differences between Romania and other European countries, where professional experience seems to be valued differently.
The trap of the expert
Madi Rădulescu believes that the experience accumulated over decades of work can become both an advantage and a disadvantage.
“Most of us develop what is called the expert trap. On the one hand, we have better professional judgment and an ability to navigate much more complex situations than someone with no experience. On the other hand, we tend to stay much more anchored in solutions that have worked in the past, but which are not necessarily relevant today.” she explained.
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That’s why, says the specialist, experience must be constantly accompanied by the updating of skills. “Experience is good in combination with relevance.”
Another common problem is the lack of a visible professional brand. Many who have spent 10, 15 or even 20 years in one company haven’t had to promote themselves professionally and find when they have to look for a new job that they don’t know how to present their experience and skills in an attractive way to recruiters, she adds.
Artificial intelligence is a game changer
The pressure to adapt is also amplified by accelerated technological transformations.
According to a report by the World Economic Forum in collaboration with PwC, generative artificial intelligence could affect almost a quarter of existing jobs and about 44% of current employee skills in the coming years.
Daniel Anghel, Country Managing Partner PwC Romania, explains at one point how many activities will be transformed by new technologies, which will require extensive retraining and professional development processes. However, very few professions are expected to disappear completely, with the change mainly affecting the way of working and the skills required.
In Romania, 87% of the employees who participated in the PwC research claimed that they were ready to adapt to new ways of working and saw artificial intelligence as an opportunity for professional development.
What employers value in mature professionals
Despite the stereotypes, there are also important advantages associated with the experience.
“If I were to answer what employers value most in a mature professional, I would say their much more rational decision-making ability and less emotional impact in crisis situations”, says Madi Rădulescu. Added to this is the ability to manage conflict, consider different perspectives and transfer knowledge to younger colleagues.
“Another type of competency that I think is valuable is the ability to mentor or transfer knowledge to younger employees,” she continued.
In his opinion, many organizations do not make enough use of this resource and employees over 50 could have an important role in mentoring and expertise transfer programs.
What can those over 45 do
The specialist’s recommendations are clear: continuous learning, adaptation to technology and orientation to the future.
“To think about their learning processes, in what direction they are curious to learn and what is the step related to learning and professional and personal development that they are willing to take”recommends Madi Rădulescu.
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According to him, it is more important to talk about what you can do in the next two to three years than about past achievements.
Mature candidates should also be active on platforms such as LinkedIn, build their professional visibility and consider options such as consulting, freelancing or entrepreneurship.
“Today, the world works on a project basis and freelance activities or consulting projects are much more present”underlines this.
However, he warns that these options also require new skills: personal promotion, selling and the ability to manage financial uncertainty.
In short, what can candidates over 45 years of age do:
- Update their digital skills (including the use of AI tools);
- Rewrite their resume oriented to results and the future, not just past experience;
- To become professionally visible (LinkedIn, networking);
- Consider projects, freelancing or consulting;
- Be flexible about the role or salary, especially in conversions.
Finally, Madi Rădulescu encourages those who have passed 45 or 50 years old not to consider that they have exhausted their professional options.
“I can encourage everyone to look for something new, stay curious, learn tech skills and never give up on spending their last professional decade in a way that gives them meaning and motivation”, conclude it.
