There comes a point in a woman’s career where her experience, knowledge, and ability should be her greatest strengths.
At 48, after years—if not decades—of refining my skills, navigating challenges, and solving complex problems, I should be at the peak of my professional value.
Yet, paradoxically, many women in my position find themselves unemployable.
Not because they lack ability, but because they have too much of it.
My most recent rejections sound like this
“We feel your knowledge and experience outweigh the level of the role”
“We would love to offer you the job but the £25k salary is non-negotiable”
“Thank you for your interest in the vacancy, but at this stage we are looking for someone who can build their career with the company”
And my personal favourite from a market leader in the estate and lettings world
“That was a great interview, you have some fantastic ideas and a vision that really aligns with what we are trying to achieve. Unfortunatly we feel that you just are correct enough”
What the f&ck does that even mean? Not corporate enough???
The corporate world, despite its claims of valuing talent, innovation, and problem-solving, often operates on an entirely different set of unwritten rules.
Employers don’t necessarily want true problem solvers. They want employees who will work around the problem, not challenge its existence.
They want compliance, not directness.
They want fit, not friction. And a 48year old woman, comfortable in her own skin, confident in her expertise, and unwilling to tolerate inefficiency, is anything but a frictionless hire.
The Fear of the Competent Woman
Having spoken to other women in similar positions it would seem that once we reach this stage in our careers we are often seen as a “risk” rather than an asset.
We bring decades of knowledge and the ability to make things better, but instead of being embraced, we are perceived as intimidating.
Our self-assurance, honed through years of hard work, can unsettle interviewers who are more accustomed to hiring younger, more malleable candidates—those who will accept without question, who will adapt rather than challenge.
It’s no secret that confidence in women is often mistaken for arrogance, while in men, it’s seen as leadership potential. The double standard is alive and well in hiring decisions.
When an experienced woman walks into an interview, she isn’t just competing against other candidates; she’s battling against societal expectations of how women should behave in professional settings—accommodating, agreeable, and deferential.
As a woman who speaks her mind, who points out inefficiencies, who proposes real solutions rather than just working around issues, I disrupt the comfortable status quo.
The Problem with “Culture Fit”
Many hiring managers lean heavily on the concept of “culture fit.” While this can be beneficial in ensuring a cohesive work environment, it is often a thinly veiled excuse for rejecting candidates who don’t conform to the existing corporate mould.
As a confident, experienced woman who knows her worth I don’t fit neatly into a team that has been trained to accept things as they are.
Instead of hiring someone who could elevate the company, businesses often choose the easier path: candidates who will integrate seamlessly without disrupting existing dynamics. The irony is that companies claim to value innovation and efficiency, yet shy away from hiring the very people who could bring those qualities in abundance.
The Cost of Overlooking Experience
By rejecting experienced women for being too knowledgeable, too confident, and too capable, businesses are actively undermining their own potential for growth.
There is immense value in hiring people who can identify inefficiencies and propose real solutions.
I have a wealth of experience that doesn't just bring skills, I bring foresight, resilience, and a level of competence that can only be gained through time.
Instead of viewing me as a threat, businesses should recognise I am an asset. I am the mentor the younger workforce needs, the problem solvers who can streamline operations, and the leaders who can bring fresh perspectives without being hindered by corporate politics.
The corporate world needs to rethink its approach to hiring. The refusal to embrace strong, experienced women is not just a loss for the individuals affected but a loss for businesses as a whole. Companies that truly value growth and success should welcome these women with open arms, not shy away from them in discomfort.
It’s time for businesses to recognise that experience isn’t a liability—it’s an asset. And that women who have spent their careers honing their skills shouldn’t have to make themselves smaller to fit into a corporate world that fears their competence.
