For years, I’ve been hearing the same story.
“Experience doesn’t matter.”
“We need new blood.” “
Hybrid is the future.”
And yet, look at what’s happening right now. Employers are quietly, and sometimes not so quietly, realising they do need the people who’ve been there, done it, and worn the proverbial T-shirt.
In recruitment across the events sector, I’m seeing a clear trend: senior leaders are being pulled back into the office, and suddenly those with experience, particularly the over-50s, are in demand again.
Why? Because there’s a big difference between managers and leaders. And right now, businesses need both.
Senior leaders in the office are not just symbolic
Hybrid working was the great leveller. For many, it was the first taste of autonomy, flexibility, and trust. But if hybrid is all you’ve ever known, you’ve probably never had the grounding of watching how senior people actually lead.
In events, that grounding is crucial.
- It’s in the impromptu chat after a client meeting.
- It’s in the way a production lead handles a last-minute crisis.
- It’s in the subtle negotiations you overhear in the office before the pitch.
These are the moments that shape careers. And they don’t happen over Teams.
That’s why I keep telling employers: having senior leaders visible in the office isn’t about presenteeism. It’s about presence. Younger managers need people to learn from. Teams need confidence that someone experienced is steering the ship. Clients need to see the grown-ups in the room.
Why experience does matter
The events world is unforgiving. Deadlines are immovable. Budgets are tight. The technical side can make or break a show.
In that environment, experience isn’t a “nice to have.” It’s the difference between:
- Logistics running smoothly vs. a missed delivery that sinks the activation.
- A calm response to crisis vs. panic that spreads through a team.
- Mentoring a future leader vs. leaving them to figure it out with YouTube and Slack.
Let’s not kid ourselves, there’s been blatant ageism in this industry (and plenty of others) against the over-50s. Too expensive. Too set in their ways. Not “digital native” enough. All excuses to overlook the people who’ve held this sector together for decades.
And yet, those same people are now being called back in to fix problems created by underestimating experience. Funny how that works.
Managers as well as leaders
There’s also a practical recruitment point here. The events sector can’t just hire inspirational “leaders” and call it a day. We need managers too.
Leaders set direction. Managers make sure the right people, resources, and systems are in place to actually deliver it.
Both are essential. But here’s the thing: good managers often become good leaders. And they do it by watching, listening, and learning from those who’ve gone before.
Which brings us back to visibility. If the experienced senior team isn’t in the office, if they’re not seen, if they’re not accessible, then how on earth are the next generation meant to learn?
Employers waking up
In my conversations with agencies and organisers, there’s a definite shift happening. Employers are waking up to the fact they can’t afford to have leadership on mute.
They’re asking for:
- Proven senior-level experience, not just potential.
- People who’ve delivered at scale, not just supported from the sidelines.
- Leaders who can bring teams with them, not just tick boxes from home.
And crucially, they’re being more open to candidates they might have overlooked five years ago. The “over-50s” with deep operational, commercial, and client experience are suddenly back on the radar. Because when the pressure’s on, those are the people who’ve seen it all before and know how to steady the ship.
What this means for recruitment in events
For candidates: if you’re in that “experienced” bracket, this is your moment. Don’t undersell yourself. Presence matters. Experience matters. And employers are finally starting to admit it.
For employers: stop being shy about what you need. If you want people back in the office, say so. If you need proven leaders who can train, mentor, and guide the next wave of managers, then make that the brief.
And for the sector as a whole: let’s stop treating experience like baggage. The events industry thrives on creativity, but it’s built on delivery. And delivery doesn’t happen without people who know how to lead, manage, and show up in person.
Final thought
The over-50s aren’t asking for visibility. They’ve already earned it. The question is whether employers are finally ready to admit how much they need it.
If the answer is yes, then maybe, just maybe, we’ll start to see a healthier balance of fresh ideas and proven leadership shaping the events sector for the future.
Because in the end, it’s not just about being in the office. It’s about being present. And presence is something experience teaches you better than any Zoom call ever could.
