With AI in the picture, developers are already struggling for jobs. Graduates fresh out of college are finding it harder to land a tech job and are actively upskilling themselves for the right roles.
But this is just one side of the coin. In India’s $250 billion tech industry built with AI, experience is no longer a strength either.
AIM spoke to senior employees at big Indian IT firms involved in hiring for US clients and projects. One of them explained that it is largely a matter of opportunity.
“Sometimes we have to reject the candidate because we want to hire a junior developer, as we have very few requirements for senior candidates,” said a senior tech professional involved in hiring, requesting anonymity.
Referring to a recent example, they explained that hiring four freshers at a lower salary with newer skills proved far more cost-effective than hiring a single candidate with 20 years of experience, considering the pay of that one experienced professional was on par with the salary of the four freshers.
The techie further suggested that, beyond AI skills, senior employees should focus more on developing leadership skills. They added that in Indian IT, after the age of 40, technical expertise alone holds less value unless one is in the right role, the right domain, or the right circle.
Despite the tech sector’s constant obsession with skilling and learning, what they won’t reveal is the reluctance to retain older hands in the system unless they manage people, bring business, or design entire systems. The hiring team, once eager to recruit people with experience, is now obsessed with finding “hungry freshers” who can be trained from scratch and are already well-versed with AI.
As per research by AIM, IT firms have substantially fewer senior professionals above the age of 50. For instance, both Infosys and TCS have around 50% employees between the age bracket of 20 and 35 years, 40% between 35 and 50 years, and only about 10% above 50 years.
Furthermore, NASSCOM reported in 2022 that almost 90% of India’s IT workforce is under the age of 40. Dutch HR consulting firm Randstad has found that 43% of tech and BPO employees over 40 have experienced some form of age discrimination. In one instance, an internal memo at IBM controversially referred to senior employees as “dinobabies”.
Is Tech for the Young?
If one hasn’t transitioned into decision-making or client-facing roles by 40, they’re at risk; at least that is what people say.
Reddit and Quora have been filled with discussions on this topic for over a decade. In a recent post, a user said, “Individual contributor roles are always at stake after 40. You need to move to architect, consultant, or lead roles—or you’re replaceable.”
Another person, nearing 50, shared that they switched specialisations, completed new certifications, and learned entirely new stacks, because “learning is the only way to survive”. This mindset is especially crucial as AI tools continue to enter the industry. Being hesitant or reluctant to adapt to them can have significant implications for employees.
Yet, some developers stay. They shift to niche domains like embedded systems, cybersecurity, or cloud infrastructure, where their experience still counts. Others quietly slide into management, presales, or training roles. A few build personal brands through open-source, mentoring, or writing.
Challenging this sentiment, a 39-year-old professional with 17 years of IT experience, said that they still receive three interviews per week for an architect role. “Stay relevant with the latest tech stack no matter what your age is,” they added.
Meanwhile, many others simply quit. They switch industries, take up teaching, or start preparing for government exams. The problem is further exacerbated by toxic workplace cultures.
A former Tech Mahindra engineer in his 40s shared that he was mentally burnt out when juniors who “played the sycophancy game” became his bosses. He ended up quitting and turned to freelancing.
What’s the Way Around?
The unspoken rule is that, after a point, even experience becomes a threat. If one isn’t leading a team, bringing in business, or wearing the ‘architect’ title, their age becomes a reason to question their value, and their salary becomes a reason to push them out.
“For one, it is considered insulting to report to a person younger than you in India. This culture is changing but still prevalent,” a person wrote on Reddit.
However, it’s not about the work itself. Burnout is real. The 70-hour work week remark made by Infosys founder Narayana Murthy stirred the industry in 2024 for good reason. Many tech employees are already clocking 12-hour shifts. One mother working in Bengaluru said if things got worse, she’d have no choice but to quit, because—as she put it—parenting isn’t something that can be outsourced.
While the CTC might appear impressive on paper, mid-career stagnation is a reality. Salary hikes shrink, promotions slow down, and those who aren’t “billable” become vulnerable.
At the same time, many experienced folks join startups and product-based companies, seeking to avoid the politics and everything that comes in between.
However, those who manage to stay relevant often share one common trait: agility. They keep learning and avoid clinging to outdated technologies. As one developer noted, people who make it past 40 in tech don’t resist learning; their experience often makes them faster learners.
Indian IT after 40 isn’t a dead end—but it’s not a straight road either. It demands constant pivoting, learning and adapting. The industry may no longer be designed with seasoned professionals in mind anymore, but with the right strategy, it’s still possible to win.
Source – https://analyticsindiamag.com/ai-features/indian-it-doesnt-care-about-40-year-olds/