Let’s cut through the noise. You’ve spent 12, maybe 15 years in IT. You’ve led teams, delivered complex projects, and built systems from scratch. You thought that by now, you’d be untouchable—earning comfortably, calling the shots. Instead, you’re sitting across from an HR manager offering you a package that feels like a fresher’s salary.
What happened?
Here’s the uncomfortable truth: The market doesn’t care about your years anymore. It cares about what you can do today, and more importantly—what you can do that a 25-year-old or an algorithm can’t.
Why Experience Isn’t Paying Like It Used To
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Cost vs. Output Reality Check
Companies aren’t running charities. You might think your experience means wisdom and efficiency, but employers are often seeing it as “expensive stability.” They look at you—drawing 40 LPA—and then see a younger, tech-savvy engineer ready to work 12-hour days for 18 LPA. Worse? They see automation that can replace parts of both your jobs.So, when cost-cutting begins, guess whose number is highlighted first?
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Skill Stagnation Is Career Suicide
Here’s what nobody tells you: 10 years of experience often means one year of experience repeated 10 times.
You managed Java-based projects for years—but have you led cloud migrations? Automated deployment pipelines? Integrated AI-driven solutions?
If the answer is no, you’re competing in 2024 with professionals fluent in AWS, Kubernetes, and AI workflows.
Companies need problem-solvers, not project managers stuck in 2015. -
Title Inflation Without Real Growth
Many senior engineers became “managers” simply because they stuck around. But today’s companies want hands-on leadership. If you can’t architect solutions yourself or lead technical decisions, you’re seen as an overhead cost. -
Layoffs Shattered the Illusion of Stability
Infosys, Capgemini, Wipro—they’ve all trimmed senior ranks in 2024. Not because these people were bad, but because they didn’t fit into the new cost-to-value equation.
Mid-to-senior engineers with outdated tech stacks were the first to go. Companies replaced some with cheaper talent and left the rest to automation.
Why Are They Offering You Less?
Because they know you need it.
Layoffs leave scars. Companies can smell desperation.
If you’re a 40-year-old engineer, out of work for 6 months, competing with 28-year-olds who can afford to wait—it’s not a fair fight.
HR knows this. That’s why the offer is lower. It’s not personal. It’s the market reminding you who’s in charge.
So, What’s the Way Out?
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Re-skill Like Your Career Depends on It (Because It Does)
Cloud (AWS, Azure), Automation (DevOps), and AI integration are the future.
Certifications help, but showing hands-on work (GitHub projects, freelancing, internal company innovation) speaks louder. -
Stop Avoiding Technical Work
If you “moved away from coding” five years ago, that might’ve been a mistake.
Companies value leaders who can both guide teams and get their hands dirty with tech. -
Embrace Flexibility
Full-time, contract, freelance—2024 is about staying agile.
Sometimes, taking a short-term lower offer while you re-skill can actually position you for a higher leap later. -
Network with Intent
Senior roles are increasingly filled through networks, not portals.
Your LinkedIn needs to scream “Future-Proof Leader”, not “Manager Looking for Stability”.
If you’re experienced but underpaid, it’s not the end—it’s a reset.
This is the market’s way of saying: “Show me what you can do today, not what you did 10 years ago.”
The good news? Those who adapt often come back stronger.
The bad news? Those who cling to their past titles will watch their salaries—and relevance—fade away.
