Experience is the best teacher. These Argentine companies know it and are looking for professionals over 50 to join their teams. The opportunities
Although diversity is a recurring theme in the workplace, the inclusion of people over 50 years of age is still a pending debt in many companies. However, some decided to bet on the value of experience, creating job opportunities for this age group that, despite facing barriers, provides essential senior talent.
According to the Age Diversity Test carried out by SilverTech – an initiative of IDB Lab, Eidos Global, Diagonal Asociación Civil and companies in the technology ecosystem – only 35% of organizations include this age group in their selection processes. “We must become aware and generate a profound change that includes all people in the workplace, regardless of their age,” says Cecilia López Mendieta, Program Manager of SilverTech. The survey also reveals that, although 33% of companies allocate resources to promote diversity, only 15% employ people over 50 years of age.
Prejudices persist: some employers believe that senior workers have higher salary expectations, difficulties in adapting to young bosses or resistance to technology. However, studies show that age-diverse teams achieve greater productivity and creativity. In this context, some companies are breaking down stereotypes, demonstrating that the integration of senior talent is viable and offers a competitive advantage.
Below is a list of companies that have overcome the age bias and have their doors open to candidates over 50 years of age. Update your resume and be encouraged to apply!
Seven companies that aren’t interested in your age
1- Ceta Human Capital
Ceta Capital Humano, with more than 300 employees, has around 30 employees over 50 years of age. According to Gastón Vilachán, Talent and Development Manager, the company especially values the strategic vision that these profiles provide, which is essential to face VUCA (volatile, uncertain, complex and ambiguous) environments. “Professionals with previous experience can solve complex situations with greater solvency, thanks to their trajectory and decision-making capacity,” explains Vilachán.
At Ceta, not only is age diversity welcome, but senior candidates often occupy leadership positions, bringing resilience and both upskilling and reskilling skills.
Currently, the company has active searches for people over 50 years of age. Those interested can submit their CV through the company’s job portal or apply directly on its website.
2- Bercomat family
With more than 60 years in the construction market, Familia Bercomat naturally incorporates professionals over 50 years of age. Paula Tomás and Carolina Evangelista, from the Employment, Training and Development area, highlight that 9% of the team is over 50 years old. “We do not consider age in the selection processes; we prioritize potential and values aligned with the company,” they say.
In addition to their experience, the ability to adapt and the predisposition to learn new skills are valued. Although some profiles require initial accompaniment in the use of technologies, the company provides continuous training and support from leaders.
The Bercomat family has active searches in sales and branch management. Those interested can apply through their website or on job portals.
3- Henkel Argentina
Henkel Argentina, a subsidiary of the German multinational, has 28% of employees over 50 years of age. For the company, generational diversity is part of its philosophy. “We focus on the talent we need, not on age,” says María José Farfán, director of Human Resources. Experience, knowledge of the market and the ability to work in a team are key competencies that these professionals bring to the table.
At Henkel, employees over the age of 50 often occupy commercial and strategic roles, where their trajectory makes a difference. Technological integration is facilitated with continuous training and accompaniment by colleagues.
Henkel’s vacancies are open to all ages and are published in the “Career Opportunities” section of its website.
4 – IPG Mediabrands
IPG Mediabrands, part of the global marketing and media group Interpublic Group, has 15 employees, of which 5% are over 50 years old. The incorporation of older people was key to reducing high turnover in a critical area of the company. According to Agustín Maier, HR director, this area, aimed at the development of young talent, needed stability so as not to affect the business and the work environment.
The company launched the “Our Experience +50” program, focused on the reintegration of senior workers. During the selection process, the flexibility and adaptation of candidates is evaluated through hypothetical situations. Although most senior employees occupy operational roles, some have moved into analytical roles.
The incorporation of people over 50 years of age initially generated some resistance, but the work of raising awareness through open talks on diversity and inclusion managed to reverse this situation.
Currently, IPG does not have specific open searches, but those interested can apply through LinkedIn or send their CV to experiencia.mas@mbww.com.
5- Softtek
Softtek, which specialises in digital solutions, employs 1,211 people, of whom 5% are over 55 years old. Rocío Mondino, People Manager, highlights that the company is committed to diversity in all its forms. “Each generation brings its value. The experience and talent of senior profiles contribute to achieving better results in diverse teams,” he says.
These professionals typically work in SAP consulting and project management. The company offers innovative training on Low Code and No Code platforms so that employees can develop applications without being programmers. This strategy improved the work environment and reduced turnover.
Those interested can explore open vacancies on Softtek’s website or on LinkedIn.
6- Vetanco
The Vetanco veterinary laboratory, with 300 employees, has 20% of its workforce made up of people over 50 years of age. According to Carlos Nieva, Human Resources Manager, the company values the stability, loyalty and strategic vision of these profiles. Although some face technological challenges, Vetanco provides the time and support necessary to ensure a successful adaptation.
Senior professionals occupy technical, commercial, administrative and research roles. Their ability to act as mentors in the team strengthens collaboration and promotes internal development.
Currently, Vetanco has open searches for senior professionals in various areas. People interested in applying can do so through the company’s official website: www.vetanco.com.
7- N5
N5, a software company with a presence in 18 countries, employs 323 people, of which 10% are over 50 years old. The hiring of these profiles responds to the need for specific experience in the financial industry. “Generational diversity allows us to complement creativity with accumulated knowledge, achieving more innovative solutions,” says María Luz Pochettino, CHRO of N5.
Although N5 does not have a specific age hiring program, the selection process always seeks to identify the best talent, regardless of age, focusing on skills and alignment with the organizational culture. Older professionals tend to occupy strategic positions, mainly in commercial areas, such as Business Directors or Business Managers, where their know-how in the financial market provides differential value. The company also highlights resilience, emotional intelligence and leadership capacity as key competencies in these profiles.
Although the company is currently focused on adding talent to its artificial intelligence team, italways has open vacancies in various areas. Those interested can send their CV to rh@n5now.com
Providing job opportunities for people over 50 is no longer an option, but a necessity in a world facing unprecedented demographic change. By 2050, the WHO estimates that there will be 2,000 million people over 60 years of age, putting pension systems in check. With the increase in longevity and low birth rate, concepts such as silver economy and active ageing highlight the need for a more inclusive labour market. Companies that capitalize on this transformation will not only foster sustainability, but will be better prepared for the challenges of the future with the best experience, that of senior talent.
