Does Experience Matter Anymore? Exploring the New Era of Hiring in 2024

Here’s a hard truth: Experience doesn’t matter like it used to. In the past, the first thing a recruiter looked for on a resume was the number of years someone had worked in a field. Ten years in marketing? Check. Fifteen years in tech? Double check. It was a mental shortcut that told hiring managers, "This person has been around the block, they must know what they’re doing."

But we’re not in that world anymore. In 2024, experience is becoming increasingly irrelevant, and here’s why.

Skills Now Matter More Than Time Served

With the fast pace of change in the job market today, the importance of a candidate's skill set has outpaced their years of experience. This isn’t just a trendy talking point; it’s a necessity. What worked five years ago may be completely irrelevant today. Companies now focus far more on skills, adaptability, and the ability to learn fast.

According to LinkedIn’s Future of Work report, nearly 69% of hiring managers now prioritize a candidate's skills and growth potential over their years of experience. Skills assessments and job simulations are becoming more important indicators of a candidate's potential than how many years they’ve spent in a role.

Think about it: Does it matter if someone has spent 20 years in a job if they haven’t been challenged, learned anything new, or adapted to modern work methods? Employers want someone who is thinking forward and can adapt to change.

Example: Consider software development. Ten years ago, Python wasn’t as widely used as it is today. A developer with two years of Python experience and up-to-date knowledge is far more valuable than someone with 15 years of experience in outdated frameworks.

The Disruptive Power of AI and Automation

Here’s the catch: Technology, especially AI, is changing the game. Industries are transforming at warp speed, and many roles that once required human expertise are now being automated. Routine tasks—whether it’s data analysis or managing customer queries—are increasingly handled by AI systems, leaving humans to focus on higher-level problem-solving.

So, what does this mean for experience? What really counts now is how quickly you can adapt, how you integrate AI into your workflow, and how fast you can upskill to stay relevant.

In today’s environment, curiosity, fast learning, and leveraging technology are the traits that stand out. Traditional experience is less of a guarantee and more of an optional bonus.

Example: In recruitment, AI tools are taking over processes like screening and scheduling. A recruiter with 20 years of experience using manual methods may be outpaced by someone with just a few years but who knows how to use AI-powered tools like HireVue to streamline hiring.

The AI Interview: A Growing Concern in Tech Careers

Nowhere is the shift from experience to adaptability more apparent than in tech careers, where even the interview process has become tech-assisted. Increasingly, candidates are turning to AI tools like ChatGPT to help them during interviews. Here’s where things get tricky—and concerning.

Imagine this: A candidate with 10 years of experience in cloud engineering is sitting in a remote interview for a tech role. When asked a basic technical question, something they should easily answer based on their experience, they pause, switch tabs, and ask ChatGPT for help. Within seconds, they’re giving the interviewer a polished, AI-generated response.

This trend is becoming more common as remote interviews and accessible AI tools intersect. But here’s the problem: This is not a good thing.

If your experience doesn’t prepare you to answer basic questions without AI assistance, that’s a red flag. It signals to hiring managers that your experience might not be as strong as it looks on paper. You might not have kept up with industry trends, or worse, you're masking gaps in knowledge that should have been filled by years of work.

Why This Matters: If you’ve spent a decade working in cloud infrastructure, you should be able to answer core questions easily. Relying on ChatGPT for answers shows that your experience may not have given you the depth of knowledge expected in your field. This not only weakens the value of your experience but also raises concerns about how you'll handle real-world problems when AI isn’t available to assist.

Using AI during interviews isn’t necessarily a bad thing when it complements your skills, but when it’s used to cover gaps in fundamental knowledge that should have been filled by experience, it’s a crutch, not a tool. And hiring managers will notice.

Why Hiring Managers Are Moving Beyond the Experience Obsession

Let’s dive into why hiring managers are finally letting go of the obsession with “years on the job.” One major reason is the rise of project-based work and the gig economy. Companies care more about what you can do and how fast you can do it than how long you’ve been doing it. Results speak louder than time spent.

Moreover, businesses, especially in tech, are becoming leaner and more agile. Traditional structures are being replaced by fluid, project-based teams. In this fast-paced environment, someone who has spent 15 years in a rigid corporate hierarchy might struggle to adapt. Meanwhile, someone fresh from gig work, accustomed to wearing multiple hats, can thrive.

Hiring managers now realize that adaptability and proven skills on real projects often outweigh a resume boasting two decades of experience.

Experience as a Comforting Illusion

It’s comforting for hiring managers to believe that experience guarantees success—but this is an illusion. Just because someone has been doing something for a long time doesn’t mean they’re any good at it. In fact, they might be stuck in outdated practices that will drag your organization down.

This reliance on years of experience has held many industries back from embracing innovation. How many times have we seen a promising candidate rejected because they didn’t meet the “years of experience” requirement? In 2024, that’s no longer a risk companies can afford to take.

The Case for Prioritizing Potential Over Experience

While experience isn’t entirely irrelevant, it’s no longer the deciding factor. Today, it’s all about potential.

The ability to learn quickly, pivot, and think critically—these traits are far more valuable than a resume boasting 20 years of stagnant experience. Hiring managers who can recognize the difference between stale experience and dynamic potential will build more resilient, innovative teams.

Example: Tesla’s hiring practices under Elon Musk have always focused on raw talent, grit, and real-time problem-solving. Musk has famously said he doesn’t care if someone has a degree or a long list of job titles. This philosophy keeps Tesla at the forefront of innovation, drawing in high-potential candidates who may not fit the traditional experience mold.

Conclusion: The Future of Experience in Hiring

As we move further into 2024, it’s clear that experience—at least as we’ve traditionally understood it—doesn’t matter as much anymore. The job market is evolving, and hiring managers, recruiters, and candidates need to recognize that the value of experience now lies in how much you’ve learned, how fast you can adapt, and how effectively you can apply new skills.

Bottom line: If your experience doesn’t give you the confidence to answer basic technical questions without relying on AI, you need to reassess. Experience should be a foundation, not a crutch.

***********************************

I'm Daryl,

? I'm a Senior Recruiting Partner, Career Coach, and Veteran.

?? I find the missing person for your team and connect top talent with opportunities to drive success

?? Tech – FinTech – Finance – Sales – Executive Search

?? Let's build the future together – reach out