I am 33 years old. Am I too old for a tech startup to hire me?

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I am 33 years old. Am I too old for a tech startup to hire me?

This question originally appeared on Quora, the knowledge sharing network where compelling questions are answered by people with unique insights.

Answers below are by Scott Davis, Debabrata Pal, Bob Evans and Joe Stafura.

Scott Davis, B.S. Computer Science & Mathematics, Virginia Commonwealth University (2001)

Answered December 10th, 2017
No. I’m 38 and I am sought after over younger candidates due to my experience and tenacity. If you have a good resume and fit will with the team chemistry you will be sought after as well. Good luck!

Debabrata Pal, 9+ years of experience but still learning

Answered Aug 29, 2016
Tech start up will check your knowledge, skills, ability and attitude. They will not check your age. Age is a mental block. If you have enough skills, domain knowledge and right attitude along with energy then you will be hired by tech start up.

Bob Evans, former Managing Director (1989-2008)

Answered December 13th, 2017
You are never too old. Traditionally business people never made it big until they were in their late fifties.Not the case today with the techs, but worth to note. I am 61. I have had the success, but still love startups. They are fast paced and exciting. Follow your passion.

Joe Stafura, Technologist with 40 years of experience, some that is still relevant.

Answered December 12th, 2017
As the 66 year old CEO and Founder of Affective Computing (www.gothrive.io) it is my view that it is more the type of mind more than age that dictates if you are a good fit for a start up.

In a group like ours with a large part of the work being done at home or coffee shops since our company is a cloud based platform the culture is almost entirely created through communications and results.

The weird stuff that often influences cultures within workplaces related to stereotypes start be much less influential within groups that meet periodically and have grown to value the work first and the person as a result.

I’ve wondered if having a policy where a person works remotely as a contractor until they build up enough goodwill to get “invited” into the meetings would work to lower the impact of the onboarding process.

Sorry for the divergence.

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