Posted on 12/06/2026 by Charlotte Frank
When conversations around diversity and inclusion happen, age is often one of the least discussed areas. Yet across the business support market, many highly experienced professionals are quietly finding themselves overlooked in favour of candidates perceived as being more “high potential”, more digitally native or more commercially ambitious.
At the same time, many employers are actively searching for qualities that often come with experience:
Strong stakeholder management
Emotional intelligence
Business judgement
Reliability under pressure
Discretion and professionalism
Calm decision-making
Long-term relationship building
There is an interesting disconnect happening within the market. In support hiring especially, organisations often talk about wanting strategic Executive Assistants, trusted business partners and individuals who can confidently manage senior stakeholders. Yet hiring processes can still unintentionally favour “up-and-coming” profiles over experienced professionals who already bring those capabilities today.
Experience should not be mistaken for inflexibility
One of the biggest misconceptions around more experienced professionals is the assumption that they are resistant to change or less adaptable. In reality, many of the strongest support professionals have successfully navigated multiple waves of workplace transformation throughout their careers:
Digital transformation
Hybrid working
Organisational restructuring
Leadership change
Global expansion
AI and automation
Evolving stakeholder expectations
Adaptability is often built through experience, not despite it. The strongest candidates are usually those who continue learning, stay curious and remain open to evolving ways of working, regardless of age.
The market is changing, but so are candidate priorities
Many experienced support professionals are also reassessing what they want from the next stage of their careers. Not everyone is striving for larger titles or leadership positions. Some are looking for stability, flexibility, meaningful work, strong leadership or healthier working environments.
Others may be open to contract opportunities, portfolio careers or learning entirely new skillsets. The most successful candidates are often those willing to remain flexible and realistic about how the market is evolving, while still recognising the value of the experience they bring.
Employers may be overlooking a major advantage
For employers, age diversity is not simply a culture or inclusion conversation. It can also be a significant business advantage.
Experienced support professionals often bring:
Greater confidence navigating complex stakeholders
Stronger crisis management skills
Higher levels of discretion and judgement
Reduced onboarding time
Deep operational understanding
Long-standing relationship management capability
In fast-moving environments, that level of experience can be incredibly valuable. Particularly within Executive Assistant and business support hiring, where trust, communication and business awareness are critical, experienced professionals can often make an immediate impact.
Building genuinely age-inclusive hiring processes
Age-inclusive hiring is not about favouring one generation over another. The strongest teams are usually built with a mix of perspectives, experiences and working styles.
For businesses, that means ensuring hiring processes focus on capability, adaptability and cultural contribution rather than assumptions linked to career stage or age profile.
And for candidates, it means continuing to evolve alongside the market, remaining open to learning and recognising that experience remains an incredibly valuable asset when positioned effectively.
As hiring markets continue to shift, organisations that embrace broader definitions of talent may ultimately find themselves building stronger, more balanced and more resilient teams.
If you're looking for a new role, you can check out our latest mandates here, where you can apply directly. We look forward to hearing from you!