“Is It Too Late for Me?”: How to Stay Competitive (and Confident) at Mid-Career and Beyond
Age Doesn’t Disqualify You—Mindset Does
In coaching calls lately, I’ve heard this question come up again and again:
➡️ “Am I too experienced for this role?”
➡️ “I worry I’m being passed over because of my age.”
➡️ “Do companies really want someone with my background?”
If you’ve thought any version of this—you’re not alone.
But here’s what I want you to know:
It’s not too late. You are not too old. Your experience is an asset.
What matters is how you frame it.
Why This Fear Shows Up
Many experienced candidates hesitate because:
- Titles and org charts have shifted
- The CPG industry has evolved
- Hiring trends lean toward digital, omni, or startup thinking
- There’s fear of “being too corporate” or “not a culture fit”
And the longer a search goes on, the louder those doubts can get.
But Here’s the Truth: The Market Needs You
Companies are struggling to:
✅ Build true leadership bench strength
✅ Retain mid-senior talent
✅ Balance big-picture strategy with execution
They NEED experienced leaders who:
- Build trust
- Develop people
- Know how to deliver results without drama
When you bring that energy—you add value that younger candidates can’t match.
The Mistake That Holds Candidates Back? Leading With the Wrong Story
I often hear:
❌ “I know I’m older, but I still have a lot of energy.”
❌ “I’m fine taking a step down if needed.”
❌ “I don’t mind working for younger leaders.”
But here’s the thing:
That’s not the story you want them to hear.
The story that works:
✅ “Here’s where I add the most value.”
✅ “Here’s how I help companies navigate complex challenges.”
✅ “Here’s how I build teams and deliver results.”
Lead with strength, relevance, and readiness—not apology.
How to Stay Competitive (and Confident) at Mid-Career and Beyond
1️⃣ Lead with the Future, Not Just the Past
Don’t get stuck listing everything you’ve done.
Frame it around what you’ll do next:
"I bring 15 years of experience in [area], and here’s how I’m applying that to solve [today’s challenge in this space]."
2️⃣ Show Learning Agility
Companies want to know: Can you evolve with them?
Show it by:
✅ Speaking to current trends in your space
✅ Sharing how you’ve adapted to shifts in the market
✅ Demonstrating curiosity and a learning mindset
3️⃣ Highlight Your Leadership Currency
What is your leadership currency today?
Is it:
- Developing people?
- Building cross-functional alignment?
- Driving growth in ambiguity?
Know it. Own it. Lead with it.
That’s what hiring managers need at mid-to-senior levels.
Remember: Age Is Only a Liability If You Act Like It
If YOU bring:
✅ Curiosity
✅ Relevance
✅ Leadership presence
You won’t just stay competitive—you’ll stand out.
Your Action Step: Audit Your Story
This week, review your:
- LinkedIn “About” section
- Resume summary
- Interview answers
Ask:
➡️ Am I telling an “I still can” story—or an “I absolutely will” story?
Shift your message—and you’ll shift the results.
Want Help Telling a Stronger Story?
If you want to sharpen your narrative and build demand for what you bring, let’s work together.
Connect with me on LinkedIn and mention this blog in your invitation to get your free CPG Job Search Resources guide.
Schedule a call with me to discuss your next steps.
Join the The CPG Mentor Community, not only has the updated Job List every week, but also has like-minded people who want to help you succeed! Our next Live Networking Group is soon. You must be a member to participate. Just click here (you can unsubscribe anytime!)
This CPG Job Search Playbook may be all you need to get you unstuck and creating traction. Invest in yourself today and reap the benefits for the rest of your career! CLICK HERE to get started immediately.
