Sherry Pedersen-Ajmani is one of the coaches I admire most. As an executive coach and career transition consultant, she's supported over 1,000 executives through career moves—and she brings a rare combination of strategic rigour and genuine warmth to every conversation. I asked Sherry to share her thinking on a topic that comes up constantly with clients but rarely gets talked about openly: ageism in the job search. Her advice is practical, direct, and refreshingly honest.
Erin: Let's start with the elephant in the room. How real is ageism in today's job market, and how do you talk about it with your clients?
Sherry: It's very real, but it almost always operates in the shadows. Most recruiters and hiring managers are savvy enough not to tip you off that they consider you too late in career for their opportunity. The challenge is: how do you counteract something when you're not even sure it's there? I tell my clients the answer lies in taking proactive control of your narrative. Don't wait for assumptions to be made—get out ahead of them.
Erin: What does "getting out ahead of it" actually look like in an interview?
Sherry: I coach my clients to answer the question they wish their interviewer had asked. If you sense hesitation about your ability to adapt to new technologies, don't wait for them to bring it up. Weave in specific examples of how you've embraced change—maybe you led a digital transformation, learned a new platform, or trained a team on new tools. Prepare three to five stories that showcase recent learning and innovation. Use current industry language. Mention collaborative work with cross-generational teams. The goal is to neutralize unspoken concerns before they become barriers.
Erin: You have a bold piece of advice around telling recruiters how much runway you have. That feels like it could be awkward. How do you coach people through that?
Sherry: It does feel awkward at first, but it's incredibly powerful. Hiring managers worry that experienced candidates won't stay long enough to justify the investment. So address it directly. Something like: "I want to be clear that I'm looking for a long-term opportunity. I have at least 10 to 15 years of high-impact work ahead of me, and I'm looking for an organization where I can make a sustained contribution." That one statement neutralizes the longevity concern, positions you as a long-term thinker, and reframes the conversation around mutual investment.
Erin: You also talk about the energy equation—communicating your drive. Why does that matter so much?
Sherry: One of the most damaging stereotypes about experienced professionals is the assumption that they lack the energy or enthusiasm of younger candidates. You have to counter this directly—not by acting artificially enthusiastic, but by being intentional about communicating genuine excitement. Say things like "I'm genuinely energized by this challenge" or "This is exactly the kind of work that gets me out of bed in the morning." Show up early, ask forward-looking questions, follow up promptly. The key is authenticity. You're not trying to convince anyone you're 25—you're demonstrating that experience and energy aren't mutually exclusive.
Erin: I love your phrase "you are in your prime." Can you unpack that?
Sherry: This is the most important mindset shift. Think about what makes this stage of your career uniquely valuable: seasoned judgment from navigating business cycles, an extensive network that took decades to build, refined skills you've honed through years of practice, clarity about where you add the most value, and emotional intelligence from navigating complex workplace dynamics. When you genuinely believe and communicate that you're in your prime, it becomes much harder for others to see your age as anything other than an advantage. It's not just positive self-talk—it's strategic positioning.
Erin: What's one thing someone could do this week to strengthen their positioning?
Sherry: Update your digital footprint. Your LinkedIn profile, your resume—these speak for you before you ever walk into a room. Make sure your profile photo is recent and professional. Focus your experience on the last 10 to 15 years. Highlight current technical skills and certifications. And start engaging actively: share industry news, comment on trends, demonstrate that you're participating in current professional conversations. The goal isn't to hide your experience—it's to present it in a way that emphasizes ongoing growth and forward momentum.
What I love about Sherry's approach is that it's not about hiding who you are—it's about owning it with intention. If this conversation resonated, I'd encourage you to reach out to Sherry directly. She's the real deal.