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    6 Ways to Be a Better Ally in the Workplace

    As a leader in diversity recruiting and hiring tools, we are both responsible for and committed to promoting and driving representation, inclusion, and equity in the hiring space. It brings us closer to our vision of a world where all hiring is equitable, efficient, and transparent. 

    As a step in this process, we launched our Ally Series. It is a series of content built on the foundation of providing both jobseekers and employers with the resources and valuable information to address DEI in the hiring space.

    Related: What is DEI? How Does it Improve the Sales & Tech Job Search Process? 

    In a world of increasing opportunity, economic mobility, and openness, companies are learning inclusivity and diversity are not only good for employees — but also for business. As our CEO, Josh Brenner, stated in Hired’s 2022 State of Wage Inequality in the Tech Industry report, “When competition is high, it benefits organizations to consistently identify non-traditional talent. It creates more robust pipelines of candidates with new ideas to drive businesses forward.” 

    As organizations push to create environments where diverse sets of employees feel comfortable and supported, other employees — often referred to as ‘allies’ — will play a key role. 

    Regardless of who you are, there are ways to be an ally to others at work—even if you yourself lean on allies for support. Below are six essential tips on how to be a better ally.

    1. Identify as an ally

    In order to identify as an ally, it is important to first define what an ally is. An ally is a person who “supports, empowers, or stands up for another person or a group of people.” At work, allies support BIPOC (Black, Indigenous, and People of Color) and other marginalized colleagues. 

    To some, identifying as an ally is the most challenging part of their journey. It forces individuals to recognize and own their own privilege. Remember, even if you identify yourself as an ally, allyship is not just an identity. It is a lifelong commitment to building relationships based on trust, consistency, and accountability with marginalized individuals or groups.  

    Omoanatse McCarther, Senior Director of Per Scholas Diverse by Design highlights that as an ally, calling in and calling out can be two of the most transformational practices one can implement. This helpful resource from Harvard Diversity, Inclusion, and Belonging highlights how. 

    2. Cast out assumptions

    An ally should celebrate the differences in employees’ backgrounds because it strengthens the entire workforce. Making assumptions about someone’s ethnic background, sexual orientation, gender, etc., is a surefire way to make them feel alienated. 

    Whether it’s upfront or discussed with other employees, avoid drawing your own conclusions about coworkers. If you want to learn more about a colleague, ask open questions to discover more about their professional and personal background.

    This also applies to making assumptions about whether a person wants these things to be exposed to the rest of the business. For example, if a colleague confides in you about coming out — whether in regard to sexuality, gender, mental illness, or something else — don’t assume they want everyone to know. 

    First, ask how you can help. If they want your assistance in spreading the word or coming up with a solution to talk to people about it, they’ll let you know — and you won’t risk compromising trust by spreading their information without permission. 

    3. Listen and learn

    It’s tempting to impose your own opinions and strategies when someone talks to you about something they’re struggling with — and it might feel like you’re helping out. However, being a good ally means understanding what works for one person won’t necessarily work for another. 

    Genuinely listening to their perspective not only helps you better understand them but also helps you be a better ally to others. Specifically, active listening helps you understand concerns and build empathy.

    Once you’ve done your listening, use what you’ve gathered to support this person going forward. Specifically, you can create a safe space — an environment where they feel more comfortable. 

    When creating these safe spaces, make sure all employees know they are welcome. An open, judgment-free environment encourages participation that more and more people may feel comfortable joining. 

    Related: How to Foster Psychological Safety in the Workplace, from Interviews to Management 

    4. Amplify and advocate

    The Diversity, Equity, Inclusion, Belonging and Culture Team at Per Scholas says, “When advocating for others, be mindful of representing them in a way that aligns with their identities and experiences. Listen to how people refer to themselves and their identities, and honor the language they use. Language is crucial to DEI work, and allies should understand words’ power regarding inclusion and psychologically safe spaces.”

    Recognize your privilege as an ally and use that privilege for good. Mentor, advocate, amplify, and provide resources to your peers, particularly those from a less advantaged or diverse background. 

    Consider becoming a sponsor, an opportunity to advocate for an individual in an underrepresented group. In doing so, you support their career growth and even boost retention.

    Our partner, TopResume, suggests, “You can be an official sponsor through programs within your workplace, or you can serve as an unofficial sponsor/mentor. Once you have identified a need, you can offer your time and guidance to help give other helpful tools and tips for success.” 

    5. Know you’re not perfect

    Especially if you’re just starting out as an ally, be open about the fact that you don’t know everything. Apologize if and when you misstep. Own up to mistakes and de-center yourself by listening without focusing the conversation around your own views.   

    In general, people will appreciate you owning up to it and may even take the opportunity to help you learn. Even after you’ve had successes as an ally (perhaps multiple people have confided in you or thanked you for your support), don’t assume the learning ends there. Continue to absorb knowledge from other allies and maintain an open dialogue about where you have room to continue growing. 

    Per Scholas’ Diversity, Equity, Inclusion, Belonging and Culture Team is a big fan of Glenn Singleton and his work, Courageous Conversations About Race. The first step in developing racial consciousness is simply acknowledging, “I don’t know what I don’t know.” As an ally, this can evolve into understanding, where one can proclaim, “I know, I know!” By acknowledging our imperfections, we are officially on a path to create change for ourselves and within the environments we share with others.

    6. Educate yourself and others 

    Understand your education is largely determined by you. As explained by Hubspot’s Chief People Officer, Katie Burke, “Allyship at its core is the act of unlearning and relearning.” Embrace opportunities to know more about diversity, equity, and inclusion and work to empathize with underprivileged groups.

    More resources to guide you on your allyship journey:

    Start reading our Ally Series: 

    Should You Disclose a Disability During Your Job Search? The Complete Guide

    How Jobseekers Can Combat Pregnancy Discrimination in the Hiring Process

    Anxiety, Fear of Failure? You’re Not Alone: How to Overcome Imposter Syndrome

    What is Workplace Ageism? (+ 5 Ways to Combat Ageism in the Job Search) 

    Ready to find your next tech or sales role? Employers are looking for tech professionals now. Here’s how Hired works for jobseekers. More

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    Invest in Your Success: The Ultimate Salary Negotiation Workshop (VIDEO)

    Attendees of this webinar left with the need-to-know points from Hired and Pathrise’s Ultimate Guide to Salary Negotiation and their very own salary negotiation script to help them face their next negotiation with courage. Now, we bring you this discussion and interactive strategy session on demand! Keep reading for the first point the experts want you to take away from the guide.

    You’ll hear from:

    Read the beginning of the conversation here and scroll down to access the full webinar. 

    Let’s review the first key takeaway from the guide. 


    Research is really the most important thing for a salary negotiation. In my opinion, research should be done before you even start the interview process. You may have a number in mind based on your previous salary and that’s really a great jumping-off point. But doing your research can actually help you validate if that number is reasonable and help you achieve it as well. 

    Companies entering the process with a salary range in mind will consider a number of factors that determine where you fall within that range. 

    One of these factors is industry. If you’re doing your research on what average salaries are, don’t just look for the average salaries for anyone serving in your role across the board. Make sure you’re doing research on the type of company you’re interviewing with and the industry they’re in – not just what the average salaries are at that company. 

    Also, include their competitors. See what the average salaries are for a similar role at those companies to see how they stack up. There really can be different averages just depending on if you’re looking at fintech, health tech, all of those things. 

    Seniority is another one. Check out what the average salaries are, not just for the role that you are in because roles are different at different companies. You may be leveled at Software Engineer II at your current company but that could be considered a Senior Software Engineer at another company. 

    Related: Code Your Career: Staying Competitive in the Developer Job Market (VIDEO)

    Make sure that you’re doing this research to determine if you put your best foot forward and make yourself stand out in the interview process, where do you think you could be leveled? That can actually change a lot based on not just your previous performance and work history, but how you perform during the interview. Make sure you’re feeling confident going into all those conversations. 

    The last thing I’ll call out is location. The graph references some average salaries in different cities. No matter where the company is located, the salary is actually based on your home location. This is particularly important with so many of us being remote right now. 

    When you’re analyzing the average salaries for a company, keep in mind they may have employees in cities with very different cost of living than your own. Ask that question maybe during the conversation: where’s most of the team located? 

    If you’re looking for more information on calculating cost of living since it can be a little tricky, you can actually read and reference our 2022 State of Tech Salaries report and use one of the online tools suggested in the Salary Negotiation Guide to calculate and compare cost of living.

    Related: Hired’s Salary Calculator


    Cost of living is important to consider for your personal finances, but it’s not going to be an effective argument for your negotiations. Companies factor in location when determining pay bands, but they don’t actually look at the cost of living. They look at the cost of labor. 

    Cost of labor refers to how much it takes to hire and retain employees with the qualifications to do a job in a certain industry in place. The formula itself is not important, but you do need to understand that since they are looking at the cost of labor, doing research on the market rate for your role, level, and location is what’s actually important. 

    When you go into the negotiation, be ready to point to a source on the market rate. Don’t worry about showing how much it would cost for you to live in a particular area because the fact is, honestly, employers don’t actually care about that.

    Other key topics from the conversation include: 

    More key takeaways from The Ultimate Guide to Salary Negotiation 

    How to create a salary negotiation script  More

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    Tech Candidate Spotlight: Adam Gerard, Senior Software Engineer

    Can you share a little bit about your educational background? 

    My educational background is decidedly mixed. I have 40+ skill or knowledge-based industry assessments/certifications along with more traditional degrees including a bachelor’s and master’s.

    The assessments and certifications (including Hired Assessments) have had the single biggest overall impact so far. They establish my ability, what I know, and how I compare with others.

    What would you like to learn more about?

    Computer Science fundamentals! I plan to go back for a second master’s and pick up more certifications in key specialization areas. They include Hashicorp Terraform, Amazon AWS, Triplebyte, and Oracle Java.

    What led you to pursue a career in tech?

    I have converging interests in computer hardware, IT, logic, language, and machines. I think it’s natural for me to gravitate toward highly technical, thinking-centric, and machine-centric jobs involving the deep use of language.

    How has your skillset evolved over the course of your career?

    I’ve branched out from Java and SQL to JavaScript, then React, Node, Python, Ruby, WordPress, and so on. I’ve been tinkering around with Haskell, Elixir, and other newer languages too. I’ve also recently prioritized various infrastructure and DevOps tools since they are of nearly equal importance and demand in most roles.

    Related: Discover the most in-demand coding skills in the 2023 State of Software Engineers

    Do you specialize in a particular area?

    I enjoy full stack work since it requires integrated, systems-type thinking. There’s often a clear path through the stack that reveals itself in this type of engineering. It’s more difficult to trace the cause and effect with other, more specialized approaches. I also think full stack specializations align well with Agile practices.

    Related: Want to Ace Technical Interviews? A Guide to Prep Software Engineers

    Is your new role different from previous ones?

    Yes, I’ve been hired as a Senior Software Engineer. I’ve steadily earned promotions or have been hired at increasingly more advanced levels over the years. However, this is the first time I’ve been hired outright as a Senior Software Engineer!

    That’s exciting! Speaking of exciting – what are you looking forward to most in your new role?

    It’s a great company doing amazing things with a strong engineering culture and reputation. For instance, Capital One is known for pioneering cutting-edge and world-changing digital and financial products (credit cards, mobile banking, online banking, etc.). I’m thrilled about the opportunity to use more Java and Java Spring too since many of my recent roles prioritized other tools and technologies.

    What was your job search experience like before you joined Hired?

    Hired has been decisive in finding great roles. It’s a better job search platform than Triplebyte and HackerRank (both of which added job search functionalities only after the fact). Recruiters reach out to qualified candidates after a vetting process and with the aid of strong testing tools (Hired Assessments are comparable to those of Triplebyte, CodeSignal, and HackerRank).

    What’s your best advice for jobseekers on Hired? 

    Refine your resume. Be succinct and highlight keywords, technologies, tools, and accomplishments. Take Hired’s assessments too. Supplement them with certifications and strong exam scores from other platforms as well.

    What would you tell someone who’s curious about Hired?

    Definitely give it a try. It’s a platform that connects recruiters from top VC-Startups, Fortune 500, and other great companies with highly qualified candidates.

    Related: How to Get Approved on Hired

    Any general advice for other tech professionals?

    Keep learning and join different practice sites (Codewars, LeetCode, HackerRank). Practice, practice, practice as you interview and search for a job! Pick up respected industry certifications or skill-based assessments to showcase on your resume (, HackerRank, Triplebyte, CodeSignal, AWS, Azure, GCP, etc.).

    About Capital One

    Capital One is building a leading information-based technology company. We’re on a mission to help our customers succeed by bringing ingenuity, simplicity, and humanity to banking. Founded in 1988, Capital One has 5001+ employees and is headquartered in Virginia.

    Tech Stack

    Java, Spring, Angular 2, Node.JS, React, AWS, Python, Spark, Scala, Go


    Health/dental/vision insurance, 401K plan, performance bonus, paid time off, employee discount programs, career growth, tuition reimbursement. and more. More

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    Code Your Career: Staying Competitive in the Developer Job Market (VIDEO)

    The world, especially within the tech industry, is changing faster than you realize. Many jobseekers are nervous about what these shifts mean for their future, as layoffs hit an all-time high in 2022 and business investments seem to be in flux. 

    So what do job candidates have to do in order to keep up with the hottest skills, languages, and trends in the industry? 

    Watch this on-demand webinar to hear experts discuss key findings from Hired’s 2023 State of Software Engineers report and share approaches to help you succeed in the developer job market. 

    You’ll hear from:

    Career Expert, TopResume, Amanda Augustine

    CTO, Hired, Dave Walters

    Engineering Manager, Greenhouse, Jeff Surrett

    Sr Software Engineer, Yum! Brands, Erik Andersen

    VP of Growth & Marketing, Educative, Steven Yi

    Read an excerpt of the conversation here and scroll down to access the full webinar. 

    How should software engineers prioritize which skills to learn in 2023? 

    Steven Yi

    There’s such a wide canvas of technologies out there and there’s demand for a lot of those in different scenarios. 

    If we start with enterprise, there’s a lot more interest there in the cloud, especially in regard to Amazon Web Services. The cloud is almost table stakes for most enterprises right now. There is also a lot of emphasis on back-end development specifically around APIs and integrating within existing systems and connecting front-ends to back-ends and things like that. 

    I also think there’s a lot more emphasis on more mature technologies. Examples include programming languages where you see more prevalence of Java and .NET. There are also more expectations around having data skills, specifically how to query and write sequel statements against relational databases (think Oracle and SQL Server). 

    If you’re targeting working at a smaller company or startup, I think the emphasis there is on having a more full stack experience — understanding both the front-end and the back-end. Front-end skills like React are certainly more important for those company sizes. For back-end skills, that transitions a bit more toward Go and Node.js in some of the newer programming languages and stacks out there. 

    And as far as the cloud, I think looking at this data is pretty interesting. Google Cloud Platform and Azure are more popular with smaller companies and startups, particularly because they’re easier to start up with. I think AWS has become a bit more complex over the years. 

    The last thing I would leave with this is to follow your interest and your passion to see what’s interesting to you. There are a variety of different niches out there. 

    Take mobile, for example. If you carved out a specialization on mobile development for Android, that means Kotlin. If you’re exclusively developing for Apple, that means Swift. Or cross platform development using a variety of different frameworks like Dart, Flutter, React Native, or Microsoft’s offerings like .NET, Xamarin, or .NET MAUI. 

    Data science and machine learning are exploding. That means Python or even the newer emerging technologies and programming languages like Rust. Or, go on the other end of the spectrum and go old school. 

    There are still niche offerings out there if you’re a Pascal developer with Delphi. I actually did a Google search this morning and several hundred companies are still hiring for COBOL.

    Related: Want to Ace Your Technical Interview? A Guide to Prepare Software Engineers 

    Watch the full collaborative panel discussion to learn how to: 

    Stand out as a top candidate in a crowded job market

    Efficiently and effectively prepare for behavioral and technical interviews

    Develop career plans to maximize growth and compensation opportunity  More

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    Tech Candidate Spotlight: Andre Almar, Site Reliability Engineer

    Why did you choose Hired for your search?

    I liked the simplicity of the platform and processes in general. It’s very easy to fill in your information there. The quality of the companies searching for talent on Hired’s platform is excellent. The whole platform as a whole is great!      

    Related: Meet Hired’s Candidate Experience Team: Supporting Jobseekers Every Step of the Way

    What would you tell someone who’s curious about Hired?

    Try the platform and see for yourself. Personally, I believe it’s much better to have companies reaching out to you as opposed to the other way around. Finding a new job can be a pretty miserable process if you are doing it the “old way.” 

    Hired is similar to other platforms I’ve tried before but the main difference is in the quality of the companies searching for talent. We get to connect with larger companies all around the world!

    What was your job search experience like before you joined Hired?

    It was the “same old” in the sense of me having to reach out to companies, then be vetted by each one with a different test (which is very time-consuming). Hired accelerates this process, which saves time for both sides. 

    If you’re thinking about using Hired or are currently a jobseeker on the platform, my advice is to be yourself and present yourself transparently. Don’t be afraid to show what makes you the candidate you are and what you accomplished during your past experiences.

    Related: How to Get Approved on Hired

    About Site Reliability Engineering

    Companies need Site Reliability Engineers when computer systems are not operating up to snuff. Those interested in this role likely know there is much more to it than just building and maintaining computer systems. These engineers are involved in all aspects of the application, software, and system development. 

    Top industries hiring Site Reliability Engineers





    Learn more about this tech role. More

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    The Ultimate Guide to Salary Negotiation

    What You’ll Learn

    Which factors contribute to your salary

    What not to say during a salary negotiation

    How to negotiate beyond base salary

    About this Guide

    Whether you’re looking for a new job or simply hoping for a raise within your current company, salary negotiation is a skill that can not only help you secure higher pay, but positively impact how your work is valued as your progress through your career. To ensure that you’re not only prepared but ready to land the salary you deserve, make sure to arm yourself with the right information.  More

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    Want to Ace Your Technical Interview? A Guide to Prepare Software Engineers

    Whether you’re early in your career or a seasoned full stack, back-end, or front-end engineer, technical interviews may be stressful if you feel unprepared. While the most important piece of these interviews is, of course, your technical skills, we have some strategies to help you put your best foot forward. 

    After all, going in with confidence and preparation is the best way to ease those nerves and let your skills shine through. So, what is it you’re getting yourself into? 

    Technical interviews put a (fun?) spin on the typical job search process. In many ways, they let you, as an engineer, do what you do best! Take them as your opportunity to “walk the walk” instead of just “talk the talk.” 

    We’ve collaborated with our partner Educative to bring you tips to level up your technical interview game.

    What this Technical Interview Guide for Full Stack, Front-end, and Back-end Engineers Covers

    1. How to prepare for technical interviews

    Technical interviews take many forms and are known by various names. We break them down. We also give you a multi-week plan to give you plenty of time to work through examples and study up using suggested resources.  

    2. What employers look for in technical interviews 

    We review some of the major concepts and skills interviewers assess specifically for front-end developers, back-end developers, and full stack developers.

    3. Common technical interview mistakes to avoid 

    After spending time reviewing what you should do, we warn you on what to avoid. Find the top three technical interview no-nos in this chapter. 

    4. Helpful resources 

    By this time, you’re well on your way to nailing your next technical interview. Use our compilation of links to more resources to continue studying with a narrower focus.

    5. After the interview

    In this section, we coach you through this post-interview phase, including how to use it to your advantage and other best practices. 

    Ready to download your comprehensive Technical Interview Guide? Here you go! More

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    What is Workplace Ageism? (+ 5 Ways to Combat Ageism in the Job Search)

    In recent years, organizations across all industries have made strides when it comes to building diverse and inclusive teams. In fact, companies are increasingly hiring and promoting employees from historically underrepresented groups, and they’re also extending offers to more and more women, who now make up the bulk of the US workforce. But despite this progress, there’s still a lot more work to be done, as outlined in Hired’s 2022 Wage Inequality Report. 

    While organizations might have improved the gender and ethnic diversity of their teams, many are still discriminating in other regards, such as against employees who are further on in their careers. This form of discrimination called ageism.

    Related: What is DEI? How Does it Improve the Sales & Tech Job Search Process? 

    What is ageism?

    Simply put, ageism is a prejudice causing organizations to overlook qualified older candidates and hire younger workers instead. 

    According to the AARP, ageism is pervasive in America. They found nearly 25% of workers 45 and older have been the subject of disparaging comments due to their age. What’s more, roughly 60% of older workers have seen or experienced ageism in the workplace. Ageism is perhaps most prevalent in the tech sector, where the average worker is 38 years old (compared to 43 years for non-tech workers).

    Add it all up and it comes as no surprise the same AARP survey found 76% of older workers agree ageism is a major obstacle standing in between them and a new job. 

    Youngism: The Reverse Ageism 

    This facet of ageism, now increasingly studied, focuses on bias against younger individuals. You might imagine someone muttering, “kids these days” or rolling their eyes as they groan, “millennials.” 

    Although positive words like “intelligent” and “tech savvy” surfaced, one study found common negative responses in descriptions of younger generations included “entitled,” “coddled,” and “disrespectful.” 

    In the same way ageism can hold back older adults from opportunities, youngism does the same to younger individuals. 

    What causes ageism?

    Ageism is a bias that makes businesses see older employees as liabilities more than assets. 

    In an age of technological innovation, companies may think older employees might not be technically proficient enough to work productively. At the same time, older individuals are thought to be stuck in their ways, making it harder for them to embrace change or try something new.

    In some instances, ageism might be linked to the fact that older employees tend to earn more than their younger colleagues due to their deeper professional experience. Cash-conscious companies might opt to extend offers for candidates just out of college who are happy to work for less.

    While the deck may be stacked against older workers to some extent — all hope is not lost. With the right approach, older professionals can overcome the bias of ageism in the job search, ending up with meaningful employment on the other side.

    With all this in mind, let’s take a look at some of the tactics you can employ to navigate your job search in your later years.

    How you can combat ageism and be confident in your job search

    First things first: Update your resume so it fits on one page and is reframed to reflect your current goals. After you’ve done that, it’s time to start looking for work.

    Related: How to Handle an Employment Gap on Your Resume (Flip the Script!) 

    As you begin your job search, here are five tips to keep in mind tohelp you overcome the challenges associated with ageism — and move forward to the next chapter of your career with a positive mindset.

    1. Demonstrate your enthusiasm

    At the end of the day, companies are looking to hire energetic, passionate individuals. Perhaps you worked for 25 years in corporate America and have all the requisite skills and experience. Still, if you come across as apathetic or as if you’re just going through the motions, hiring managers may hesitate to gamble on your candidacy. 

    Instead of reciting your experience, lead with your passion and excitement for the company and role.

    We also encourage you to market any mentoring skills. Your experience may be more valuable to other team members than you realize! Frame your experience as an advantage in this way and an opportunity to share your wealth of knowledge.

    2. Develop new skills

    Commit yourself to continuous learning and always try to develop new skills and learn new things. One easy way to do this is to complete certifications through popular business platforms like General Assembly, Exponent, Educative, and AWS. 

    3. Be curious and teachable

    Succeeding in today’s ultra-collaborative business landscape requires being a team player and a willingness to be flexible. By demonstrating your curiosity and teachability throughout the interview process, you can prove you have the right mindset to become a critical contributor to the team.

    Two ways to show your willingness to learn and ability to quickly acquire new skills are:

    Taking up interesting hobbies (e.g., learning how to write code) 

    Taking on volunteer opportunities (e.g., mentoring at-risk youth)

    4. Lead your interviews

    Acing an interview isn’t just about giving good answers to each question. It’s about forming a personal relationship and connection with the person on the other side of the table (or the Zoom call).

    By connecting with your interviewer on a deeper level and bringing a positive, pleasant attitude to the session, you can make a great first impression. This can carry you to the finish line and lead to a job offer!

    Related: Video Interviews 101: How to Impress in the Digital Age

    5. Arm yourself with data

    When you’re older, be cognizant of how your interviewer might perceive your age as a disadvantage. So, be prepared to defuse those objections right out of the gate.

    Related: 7 Interview Questions You Never Have to Answer (& How You Should Respond) 

    One way is to proactively bring data to the table. For example, research suggests workers continue building knowledge and expertise well into their 80s — traits correlated with job performance. Furthermore, data suggests the average successful startup founder is 45 years old. 

    It’s also important to make sure you have a good understanding of what a fair salary is for your experience and role. Make sure you leverage tools like Hired’s Salary Calculator to understand your value before the interview.

    Related: What Does Your Tech Salary Look Like? A Review of Salary Trends 

    The more nuggets of information like this you have, the more confident you will be when you finally sit down at the table.

    Ready to land your next job?

    With the right mindset and a determination to land a new job, it’s possible to overcome the challenges associated with ageism and start the next phase of your career. Keeping these tips in mind as you begin your next job search. Good luck!

    Continue reading our Ally Series: More