[Reading level: B2 – Upper Intermediate]
After 10 years working for a tech company, The Hoang (from Da Nang) was notified that he was among those being laid off because “the company is facing difficulties.”
“I used to think my position was secure because I had been with the company through many ups and downs,” said Hoang, 37, after being let go in August.
He shared that, with strong expertise and programming experience, he had been proposed for a management position by the board. However, he was required to improve his English and acquire additional management certifications and degrees. He disregarded this and was content with his employee role.
“At first, I was shocked, but I thought with my skills, finding a suitable new job was just a matter of time,” he said.
He then prepared five resumes and sent them to major companies, requesting a salary similar to his previous one. However, most rejected him, with some not even replying. A month later, he started applying to smaller companies, but was again unsuccessful. One recruiter said he didn’t meet the “under 35” criteria and would only be hired if he accepted a 50% salary cut. Currently, he is involved in some freelance projects for foreign clients but has yet to find a stable job.
Meanwhile, Minh Thuan, 36, from Ho Chi Minh City, also quit his job at the end of June due to conflicts with his boss. With nearly 15 years of experience in system security, he was confident he would soon secure a new position with “double the salary” of his previous job. However, after nearly six months and dozens of job applications, he still hasn’t found a satisfactory position.
To support his family and two children, Thuan is now driving for a ride-hailing service during the day and taking on freelance projects at night. He says his income is enough to get by but feels unstable.
According to Hung Tam, a recruitment expert in Da Nang, one major reason for the difficulty in finding desired jobs, especially in the tech sector, is age. “It’s hard to compare the skills of an older person with a younger one. Older workers have experience but are not as quick to adapt to new technologies as younger workers. Unlike other industries, technology constantly changes, especially in the age of AI,” he said. “At the same time, older applicants often expect higher salaries to match their experience, while employers are unwilling to pay, creating a disconnect.”
In job postings for programmers and IT engineers, the “under 35” requirement is often mentioned. According to Tam, employers primarily hire leadership roles for people over 35. “Leadership positions are limited, and not everyone has management experience to apply for such roles. As a result, older workers often lack relevant experience for these positions,” he explained.
In Vietnam, there are no specific statistics on IT engineers struggling to find jobs after 35. However, in places like China, the term “curse of 35” has become widespread.
The “curse of 35” initially spread on social media after reports surfaced that major tech companies tended to lay off older employees. A 2022 survey by the recruitment platform Lagou Zhaopin showed that 87% of programmers were “very worried” about the risk of being laid off or being unable to find new jobs once they turned 35.
According to CNN, anyone doubting the “curse” need only look at numerous job listings and recruitment websites, most of which specify that candidates should not exceed 35—an age many consider the beginning of “middle age.”
The Financial Times noted that the “curse of 35” has long haunted white-collar workers, as many older employees are unwilling to work long hours due to family responsibilities but are also hesitant about management roles. With the tech industry increasingly threatened by AI and workforce reductions aimed at improving efficiency, older employees are seen as particularly vulnerable.
“Ageism in the tech sector is a significant issue. There’s a perception that older workers can’t keep up with the rapid development of new technologies, lack the energy to continue working hard, and their seniority-based salaries are too high,” lawyer Yang Baoquan in Beijing told the Financial Times.
Chinese tech companies do not shy away from prioritizing younger workers, especially those who are unmarried. In 2019, Tencent Chairman Martin Lau announced a plan to overhaul 10% of the company’s management, stating that “their work would be taken over by younger, more passionate colleagues.”
In an internal memo also released in 2019, Baidu CEO Robin Li outlined plans to “make the company younger by promoting more employees born after the 1980s and 1990s.”
“Between the ages of 20 and 30, most people are full of energy. You’re ready to move forward and dedicate yourself to the company. But once you become a parent and your body starts aging, how can you keep up with the 996 schedule?” commented a former executive from Meituan, referring to the “996” culture—working from 9 a.m. to 9 p.m., six days a week—common in Chinese tech companies.
Experts suggest that IT engineers over 35 must constantly improve their skills to stay relevant. “They may even need to discard the idea of seniority and start over, just like when they were younger,” one expert remarked.
Source: https://vnexpress.net/loi-nguyen-tuoi-35-cua-ky-su-it-4823281.html
WORD BANK:
lay off /ˈleɪ.ɑːf/ (v): sa thải
through ups and downs /ˌʌps ən ˈdaʊnz/ (adv): qua nhiều thăng trầm
let go sb (v): sa thải
strong expertise /ˌek.spɝːˈtiːz/ (n): trình độ chuyên môn tốt
propose /prəˈpoʊz/ [B2] (v): đề xuất
disregard sth /ˌdɪs.rɪˈɡɑːrd/ (v): bỏ qua cái gì đó, coi thường cái gì đó
content with sth /kənˈtent/ [B2] (adj): hài lòng với cái gì
reject sb/sth /rɪˈdʒekt/ [B2] (v): từ chối ai/cái gì
recruiter /rɪˈkruː.tɚ/ (n): nhà tuyển dụng
criterion /kraɪˈtɪr.i.ən/ [C1] (n): tiêu chí
freelance /ˈfriː.læns/ (n): làm việc tự do
secure a position /səˈkjʊr/ (v): kiếm được vị trí (công việc)
ride-hailing service /ˈraɪd.heɪ.lɪŋ/ (n): dịch vụ gọi xe công nghệ
get by (v): xoay xở
adapt to sth /əˈdæpt/ [B2] (v): thích nghi với cái gì
match sth /mætʃ/ [C1] (v): tương xứng với cái gì
struggle to do sth /ˈstrʌɡ.əl/ [B2] (v): vật lộn làm việc gì
term /tɝːm/ [B2] (n): thuật ngữ
curse /kɝːs/ (n): lời nguyền
surface /ˈsɜː.fɪs/ (v): (thông tin) xuất hiện
doubt sth /daʊt/ [B2] (v): nghi ngờ về điều gì
specify /ˈspes.ə.faɪ/ [B2] (v): nêu rõ
exceed sth /ɪkˈsiːd/ [C1] (v): vượt quá cái gì
haunt /hɑːnt/ [B2] (v): ám ảnh
white-collar worker /ˌwaɪtˈkɑː.lɚ/ (n): người lao động trong ngành nghề trí óc
hesitant about sth /ˈhez.ə.tənt/ (adj): e ngại, ngần ngại về điều gì
efficiency /ɪˈfɪʃ.ən.si/ (n): tính hiệu quả
vulnerable /ˈvʌl.nɚ.ə.bəl/ [C2] (adj): dễ bị tổn thương
ageism /ˈeɪ.dʒɪ.zəm/ (n): chủ nghĩa phân biệt tuổi tác
perception /pəˈsep.ʃən/ [C2] (n): quan niệm
keep up with sb/sth [B2] (v): theo kịp ai/cái gì
seniority-based /siːˈnjɔːr.ə.t̬i-beɪst/ (adj): (lương) tính theo thâm niên
shy away from sth (v): tránh né cái gì
overhaul /oʊ.vɚˈhɑːl/ (v): cải tổ
take over sth [B2] (v): đảm nhiệm cái gì
passionate /ˈpæʃ.ən.ət/ (adj): đam mê
internal memo /ɪnˈtɝː.nəl ˈmem.oʊ/ (n): thư nội bộ
dedicate oneself to sth /ˈded.ə.keɪt/ [C1] (v): cống hiến cho cái gì
former /ˈfɔːr.mɚ/ [B1] (adj): cựu
executive /ɪɡˈzek.jə.t̬ɪv/ (n): giám đốc
stay relevant /ˈrel.ə.vənt/ (v): phù hợp với thời đại
discard sth /dɪˈskɑːrd/ (v): loại bỏ cái gì
seniority /siːˈnjɔːr.ə.t̬i/ (n): thâm niên
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