Article by Armando Cavero, Managing Partner of InterSearch Peru (Top Search Peru)
In our practice, clients often face a dilemma: should they hire younger executives—full of energy and new ideas—or opt for seasoned professionals aged 50, 55, and older, who bring extensive experience and, arguably, greater job stability?
Generation Y (Millennials, born between 1981 and 1996) and younger professionals often exhibit less attachment to their jobs. Our experience shows that clients frequently hesitate when considering candidates with itinerant careers, as they tend to switch jobs more frequently. However, among top candidates in these generations, there are often well-founded reasons for their career moves. Rather than dismissing such candidates outright, it is essential to explore their motivations and consider whether, under similar circumstances, we might have made the same decisions.
A significant factor influencing this trend is not just the rise of technology and social networks, which expand awareness of new opportunities, but also the changing nature of job security. These younger generations have witnessed firsthand the decline of the long-term employment model that their parents once relied on. Employee-employer loyalty eroded through waves of reorganizations, downsizing, and corporate restructuring. Many of these young professionals experienced the effects of job instability as dependents, facing lifestyle changes—often unfavourable ones. Given this reality, they may reasonably question the concept of company loyalty: Why should I be loyal to a company that may not be loyal to me?
The Value of Experience and Energy
Another key consideration in executive hiring is the balance between experience and energy. Many companies, even those that pride themselves on being non-discriminatory, tend to favour candidates within a so-called “sweet spot” of age—often aligning with Generation Y. When asked about ideal candidate age, companies may initially deny any bias but still express a preference for the energy levels associated with that generation.
This raises an important question: should we assume that energy necessarily declines with age? Our observations suggest otherwise. We often encounter professionals over the age of 55 who remain highly energetic, bring unparalleled experience, and demonstrate remarkable job stability. In fact, these individuals frequently exhibit greater commitment to their roles.
Why is this the case, given that they, too, have lived through corporate reorganizations and job market shifts? The answer lies in changes to their personal and professional outlook. Many have children who are now financially independent, reducing their financial obligations and affording them more time and focus for their careers. Additionally, decades of experience equip them with the ability to make strategic, well-informed decisions. They bring a depth of knowledge and a perspective that can only be acquired over time.
The Strategic Role of Senior Executives
Senior candidates often thrive in “hinge” positions—roles that require immediate, strategic impact, even within fixed-term assignments. Organizations undergoing transformations or facing urgent challenges can greatly benefit from their wealth of expertise. Additionally, companies should recognize the immense value of mentorship that senior professionals provide. Their guidance and knowledge transfer not only strengthen leadership development but also contribute to long-term business sustainability.
In today’s dynamic corporate landscape, hiring decisions should go beyond assumptions about age. Companies that embrace a diverse talent strategy—leveraging both youthful innovation and seasoned expertise—position themselves for sustainable success. The key is not just in choosing between experience and energy, but in understanding how both can complement each other to drive growth and stability.
Reprint from Diario Gestión, Lima – PERU, Feb. 21th 2025 edition.
About the Author
Armando Cavero
Managing Partner, InterSearch Peru, Top Search Perú
An independent Board Member and consultant, Armando has more than twenty-four years of experience in executive search, board members and members of advisory boards of both national, and multinational companies and corporations.
A former multinational executive himself, as CEO of Compaq, Oracle, NCR and AT&T in Peru, and Vice President of Latin America’s HA-EC Solutions at AT&T GIS, Armando also served as head of the cabinet of advisors to the Minister of Production of Peru.
He holds a bachelor’s degree in social sciences – economics from the Pontificia Universidad Católica del Peru and has graduate studies at
the University of Piura – PAD, ESAN and AT&T Management School. Armando also completed as well as in the Ernst & Young / Universidad del Pacífico Board Members’ Program at the University of Piura.
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