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Age discrimination is emerging as a growing concern in recruitment, according to new research from Glassdoor that shows job seeker complaints have jumped sharply.
The jobs platform reported a 133% year-on-year rise in ageism comments during the first quarter of 2025. While the rate slipped slightly in the following quarter, analyst Katherine Engelman said complaints remain 20% higher than the same period last year.
Engelman noted that people over 50 are struggling to secure interviews, with cases spanning multiple industries. Marketing and large technology firms drew particular criticism. “How are we supposed to feel secure in this employment when we know that we could go at any moment?” one worker asked.
Older workers face interview barriers
Many older applicants are reentering the market after years away, facing hiring practices that have changed significantly. Some are turning to peer advice on Glassdoor, including suggestions to limit resumes to the past decade or explore fields that place a premium on experience such as teaching or local government.
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The debate has also touched on AI recruitment systems. An IT manager cited automated screening tools as a possible factor behind the increase in complaints, describing them as potentially “wonky.” This view reflects concerns that algorithmic systems can amplify existing biases, even when appearing neutral.
Such fears were highlighted in July when research found AI hiring tools advising women and minority candidates to request lower salaries than white men. With AI increasingly shaping both job applications and employer screening, observers say unintended discrimination is a real risk.
Indeed has already adjusted its platform, removing a feature that displayed years of experience linked to specific skills. The company said this change, effective September, was intended to improve how it highlights job seeker capabilities.
Implications for HR leaders
The persistence of ageism in hiring comes despite broader debate about workplace equality. A January survey found that one in four respondents believed hiring someone over 50 was not worthwhile.
Engelman pointed out that biased recruitment processes can damage both candidate trust and company outcomes. Employers using AI or other automated tools may need to review candidate pools carefully to ensure qualified older applicants are not being overlooked.
The issue carries legal weight as well. Age discrimination remains prohibited under federal law, and excluding candidates solely based on age may not only harm organizational performance but also expose employers to compliance risks.
