POV: From a Founder Who's Hired 40+ People 👀💡#SHORTS

Why It Matters

Age bias can eliminate qualified candidates; hiding chronological markers helps level the playing field and broadens talent access for both job seekers and employers.

Key Takeaways

• Delete graduation date from resume to prevent age inference.
• Exclude work experience older than ten years unless directly relevant.
• Remove any personal photos; visual cues reveal applicant’s age.
• Adopt a clean, structured template focusing on skills and achievements.
• Mask chronological details to avoid age bias during hiring.

Summary

A founder who has hired over 40 employees shares a concise guide on how job seekers can conceal their age on resumes to sidestep bias, especially for entry‑level positions where he prefers candidates under 35.

He advises removing the graduation year, stripping out work history older than a decade unless it directly supports the role, and deleting any headshots that could give away a candidate’s age. Instead, he recommends a minimalist, section‑based template that highlights skills, achievements, and relevant experience.

The founder emphasizes, “I don’t hire people older than 35 for entry‑level roles,” and illustrates the point by suggesting candidates drop unrelated jobs like a stint at McDonald’s when applying for engineering manager positions.

By masking age‑related cues, applicants improve their chances of being evaluated on merit rather than chronology, while employers may see a broader talent pool and reduce inadvertent discrimination.

Original Description

Here are a few more ways to avoid age bias:

4. Move education to the bottom of your resume instead of the top.

5. Hide your graduation date on your LinkedIn profile.

6. Do not include outdated skills that are no longer used.