The Age of Sales Discrimination: Why Experience Is Being Replaced by Ping Pong

As a recruiter for many years, and more importantly, as a lifelong sales professional, I’ve had enough.

I’m done watching companies obsess over “culture fit” while ignoring the one thing that actually keeps the lights on: sales.

Let me be clear. This is not a politically correct post. It’s not about legal definitions of age discrimination or HR compliance. This is about common sense, or more accurately, the complete lack of it in hiring today.

We’ve lost the plot when it comes to building high-performing sales teams.

Culture Fit or Clone Factory?

“Culture fit” was once a noble idea, an employee’s ability to align with an organization’s core values and collective behaviors.

Now? It’s an excuse to build echo chambers.

Companies proudly hire people who think the same, dress the same, drink the same IPA, and laugh at the same Slack emojis. Somehow, diversity of thought, which was once a strength, is now a threat. And seasoned professionals? They’re treated like outdated software.

When did ping pong become a core value?

When did “What kind of animal would you be and why?” become a legitimate hiring question? (Yes, that’s a real question from Apple.) For the record, I’d say Godzilla, so I could incinerate the room with fire for wasting my time with such nonsense.

Want to Grow Revenue? Hire the Rainmakers, Not the Roommates

Let me ask you this:

If you needed brain surgery, would you choose your surgeon based on their Spotify playlist or whether they’re fun on Taco Tuesday?

No. You’d pick the person with the best track record of success.

Sales should be no different.

Yet I see hiring managers ignore seasoned, proven sales talent because “they might not fit in.” Or worse, they assume someone in their 40s, 50s, or 60s is just passing time until something better comes along.

Big mistake. Huge.

Let’s Talk Numbers: Age Bias Is Real, and It’s Costing You Money

According to a 2024 AARP survey, 64% of workers aged 50+ say they’ve seen or experienced age discrimination in the workplace. Yet this group is also:

• More productive (multiple studies show older workers outperform younger ones in reliability and output)

• More loyal (they’re less likely to job-hop)

• More profitable (they close deals faster and retain clients longer)

Still think you should pass on someone with a 20-year track record because they “might not stay long”? The average Gen Z employee stays at a job 2.5 years. That 50-year-old who wants stability might stick around 10.

The Racquetball Lesson: Why You Need Generational Balance

Here’s a story.

At my first Coast Guard post, we had racquetball courts on base. One day I showed up to play and had to wait for this “old guy” who had the court reserved. He moved slow, barely swung the racquet. I assumed I’d crush him. He invited me in. Three games later, I hadn’t scored a single point.

He looked at me and said, “Now you wanna learn how to play, kid?”

He taught me more about racquetball in one hour than any peer ever had.

Lesson? Experience teaches. Experience leads. Experience mentors.

If everyone on your team is the same age, from the same background, with the same perspective, your company isn't building a sales team, it’s building an echo chamber.

Stop Prejudging. Start Asking Better Questions.

When you reject a candidate with executive-level experience because they’re “overqualified,” here’s what you’re really saying:

• “We’re afraid you’ll leave.”

• “We can’t manage someone who knows more than us.”

• “We assume you only care about money.”

Try this instead: ask them why they’re interested.

You might hear:

“I want to get back to doing what I love: closing deals.”
“I’m done chasing titles. I want stability.”
“I care about this industry, and I’m looking for the right team.”

Not every high-earning former VP wants your job. Some just want to work.

What If You're Passing on the Next Jackie Robinson?

Let’s borrow a page from baseball.

In 1947, the Brooklyn Dodgers took a bold step and signed Jackie Robinson. His inclusion was controversial, but his impact was undeniable. The team won six National League pennants and a World Series with him on board.

How many Jackie Robinsons are you ignoring because they don’t “match the vibe”?

Talent is talent. Period.

It’s time we stop filtering sales candidates through age, wardrobe, or favorite Slack emoji. Start asking: Can they sell? Can they lead? Can they win?

Final Thought: You Can’t Pay the Bills With Culture

Foosball tables don’t close deals.

Ping pong tournaments don’t hit quota.

Culture is important. But culture without revenue is just expensive noise.

If you’re serious about growth, hire people who can move the needle. If that person happens to have some gray hair, a few battle scars, and a deeper resume than your CEO, congratulate yourself. You just hired a professional.

If you’re still building your sales team around happy hours and clever “culture fit” questions, don’t be surprised when someone else buys your ping pong table on eBay.

Want help hiring real sales talent who can actually sell, mentor, and scale? Let’s talk.

Let me know if you want this turned into a downloadable one-sheet for CEOs and hiring managers, or used as a script for a LinkedIn video post, both would hit hard with your audience.