I have never had problems finding work, until now. It used to be easy. Recruiters used to call me at night. Now they ghost me.
If on the other hand you're competing with senior sw devs with 5+ years of experience, there could also be other factors to keep in mind (age, ability in very specific tech stacks, etc).
I think companies are still hiring, but more focused, unlike in 2021-2022 when they over-hired "just in case".
Welcome to my world.
In-company recruiters are often quite helpful and accommodating, but, as soon as one single tech person gets involved, the temperature drops 30 degrees.
Standalone recruiters send me these breathless emails, extolling my qualifications, but, as soon as they find out my age, they ghost me. I have actually had recruiters hang up on me, as soon as I told them my age. I learned to just mention that up front, to get the ghosting out of the way.
Apparently, they aren't very good at math. I list 30 years+ experience, yet they seem to think that I'm under 35.
After a while, I just gave up, and accepted that I'm retired.
It's not the money; it's the "culture." Many folks, much younger, and much more inexperienced, are paid more than I ever made, in my entire career. I would have gladly accepted less money than I had made before. I don't really need it. The work is what interests me.
Also, don't be above lying about your age.
I don't lie; especially in my profession. It's a thing. I know that personal Integrity is considered a "quaint anachronism," in today's world, but I won't compromise on that.
Just don't go with Neptune, it takes almost 165 years before you turn 1 there.
We need an acceptable way to express this, without desperately extolling you'll take less money. I think a lot of us "old guys" are in the same boat; I don't need 150k, I'll take 100k if the work is interesting, and I'm more likely to be loyal to boot.
The funny thing, is that I've been told that "Old people are just cruising to retirement," but it's OK to establish your entire business infrastructure on the idea that your young, energetic, engineers will not remain at the company for more than 18 months.
That is just BS. In my company we have quite a few 50+ and it's nice to work with them. They add exactly what younger people can't.
Reality is: They need to squeeze every dollar as much as they can. If they could, they would never hire:
1. People with kids
2. Older than 33-35 (more often than not also 1)
3. Disabled
4. Often sick People (give me your history of sick leave, that kind of stuff)
5. Anything else I am missing?
Just freaking replaceable robots.
Yeah, it's a tough nut.
It's understandable that SV companies want ambitious strivers that move on every 2 years, for the same reason many of these CEOs consider the "job done" as soon as they get "an exit". The life of the company is measured in months.
But if you're building a company for the long term, you need smart, loyal people who build institutional knowlededge within the company. This isn't something you can fast track, I don't care if you're the brightest MIT AI grad.
You need both.
We're in the final stages of releasing an app, so we're spending a lot of time on that Web app.
It's...challenging. I know that they have big issues with security, privacy, and sheer scope (I'll bet they get millions of submissions, every day), but the site is dog-slow, the CDN breaks constantly, I need to refresh the page quite often, and they seem to forget where I was, the last time; necessitating that I follow the breadcrumbs back to where I was (I have admin accounts on several orgs).
I've released over 20 apps on the store, and have dealt with this, for a while. It's actually getting worse.
But Apple is a multi-trillion-dollar company. I think they could afford for this to work a bit more smoothly, and, quite frankly, I'm surprised, as they have some of the best, and most experienced engineers on the planet, working for them. These are the types of things that lots of sites seem to be doing quite well.
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It seems that many startups don’t actually have a product, other than the startup, itself.
A “successful exit” means that the company is sold. The company is the product.
I have spent my entire career at companies that made actual products, for use by actual end-users. These corporations never had any “exit strategy,” because they were meant to be ongoing, perpetual, concerns. They had “future planning,” and “growth strategies,” that often looked a decade into the future.
Things have changed.
It's probably not even legal to ask in some jurisdictions.
They just start saying "Hello?, Hello?, Are you there?," etc. It's a convenient way to hang up on people.
Things like age, gender, and ethnic group are harder because you can't always conceal that. Still, "don't ask, don't tell" during the hiring process seems like the best option here.
I'm not disagreeing with you per se, but the tech economy seems much worse recently and I don't think I'm suddenly worse, stale, or less productive.
If you want to be paid more than someone with 5 years, you have to generate more value than they do, and you have to persuade the hiring manager that you can generate more value. The fraction of places that can see that is smaller than the fraction that can see the value of a senior over a junior. (On the other hand, for those places, the competition for the jobs is also less severe - there aren't tons of people with 20 years of experience on the street at any given time.)
So it takes longer than it did when you had 5 years of experience. But keep looking. There are places that will see the value in what you provide.
The job category you're looking for is "principal software engineer" or "staff software engineer".
A 5 year software engineer may have more perceived value per cost than a 20 year software engineer. Sure, if they have the same salary, you hire the 20 year engineer, but they don't. The 20 year engineer expects more pay, and (rightly) won't work for 5-years-of-experience wages. So you have to find an employer that perceives the additional value of the additional 15 years of experience.