Late-career pivot or post-layoff comeback at 50+

Why a second article about this topic?

The first version focused on executives who choose to reinvent themselves. Many readers wrote back saying, “Nice—but what if the pivot is forced on me by a lay-off at 50?” Fair point.

In 2024 the number of registered unemployed aged 50-64 jumped 19 % year-on-year  and SECO openly warns that “older job-seekers face a higher risk of long-term unemployment after dismissal”. Swissinfo’s 2 024 survey of 2 738 redundancies echoes it: workers over 50 take longer to land again than any other cohort .

So let’s broaden the lens: whether you’re voluntarily changing lanes or suddenly in transition, the field-tested tactics below still work—provided you get the mindset piece right.

1. Reset the clock in the first 14 days after a lay-off

2. Elevator pitch—own your age, show your speed

1. Past → Future
   “25 years running audit-ready finance for FMCG multinationals; now targeting Head of Controlling roles in biotech scale-ups.”
2. Proof-points
   • Cut closing cycle from 8 → 3 days (Vevey)
   • Led SAP S/4 migration for 6 legal entities
   • Currently finishing CAS in Biotech Management (HEC Lausanne)
3. Ask
   “I’m looking for a Controlling lead post in Romandie; any introductions inside Debiopharm or Ferring appreciated.”

3. Multiply contacts by 10—yes, literally

Use Grant Cardone’s 10X rule on every vector:

• Applications: aim for 30 targeted submissions, not 3.
• Informational calls: 10 per week.
• Learning modules: stack a micro-MBA on top of your CAS.

A list of 5 warm contacts turns into 100 if you finish every call with, “Who else should I talk to?” Massive action dilutes individual rejection risk.

4. Build a multigenerational circle—your unfair advantage

Older hires reduce risk; younger hires speed absorption of new tech. Combine both: reverse-mentor with EPFL grad coders while swapping board-level insights. SECO’s Fachkräfteinitiative finances many of these collaborations; use it.

5. Mindset is your fuel

Having the right résumé is necessary; having the right frame of mind is decisive.

• Growth beats fixed. Carol Dweck’s research shows people who believe skills can be developed seek harder challenges and learn faster  .
• Learning orientation shortens unemployment. A University of Missouri study found job-seekers with a learning goal orientation intensified search effort after setbacks and landed roles sooner  .
• Positive expectancy sustains grit. A 2024 NTNU study covering ages 13-77 linked a “growth mindset” with higher willpower and perseverance during long goals  .

Daily practice

• List one new competency you stretched yesterday.
• Reframe every “no” as data: What is it teaching me?
• Close the day by logging progress metrics (calls made, leads opened), not just outcomes.

7. Don’t go solo—draft a sparring partner

World-class athletes never train alone; neither should you. A professional transition is a high-stakes project that benefits from a sparring-partner model: structured challenge, market intel, and accountability. That’s exactly how we built the Jobprofile Career-Coaching programmes in Lausanne:

• Personalised road-map from skills audit to 90-day go-to-market plan.
• Reverse recruitment: we pitch you to our hiring network.
• Tools & platform: Adequacy culture analytics, video-interview drills, myjobprofile portal for 24/7 support.

If you’re pivoting—or have just been handed a pink slip—book a free exploratory call and put a coach in your corner: Jobprofile Career Coaching.

8. Stamina for ghosting

• Follow up once after five business days, only.
• If silence, add the person to your quarterly value-share list—send them a white paper or invite to a meetup.
• Keep pipeline full so one blackout never stings.

Bottom line

Choose massive action, guard your mindset, and leverage a sparring partner. Your decades of experience are prepaid capital—deploy them with precision and urgency, and you’ll beat the age stopwatch.