Redefining Career Growth: A Story of Resilience and Results

This is about Sarah Walters, a Gen-X professional from Leeds, who was ready for a new chapter. She was a little worried about how her dyslexia would get in the way of applying for jobs. However it was the ability to demonstrate her work ethic, grit and determination that led to securing a job with global workforce solutions firm AMS, for HSBC, one of the more complex in their portfolio.

Sarah has been with AMS for almost four years, and is currently Team Leader, Global Functions, Talent Acquisition UK for HSBC Bank Plc. As she looks forward to her 60th level, reaching the goals she’s been working on for this milestone birthday, now is a perfect moment to share her journey as a true career Redefiner.

This is also about AMS, a company living their values as they drive to create world-class problem solving teams that deliver exceptional results for their clients. By ‘recognising different perspectives and experiences’ in their hiring practices, and providing the right kind of support for candidates through the application journey, they are attracting and retaining over 50s employees.

The Start of the Journey

Sarah lives in Leeds with her wife Jill. She has had a varied career working in sales, recruitment and operations across a number of different businesses over the past four decades. This has shaped her into an experienced, driven and adaptable leader.

Sarah’s journey to AMS started when she began to realise that the subprime market she had been working in was no longer profitable and the business was facing some tough decisions.

After having to make several uncomfortable redundancies with team members she knew well, becoming self-employed to help sustain the business and safeguard jobs for her remaining colleagues, Sarah realised that it was time for a new chapter. However, it left her needing to make changes with no clear roadmap to follow.

The next steps in the journey weren’t as straightforward as reading a job description, applying and being offered. On paper without conventional corporate experience, and at 55, she knew her CV might not even make it past AI filters. Even if it did, recruiters could easily reject her application putting it firmly on the no pile, as lacking ‘relevant experience’.

The Ah Ha Moment

But Sarah’s story is proof that her life and work experience called for the kind of tenacity and determination and strong network of friends as a fifty-something she has in abundance.

A conversation over drinks with her friend Chris Brady sparked a new direction. Chris is Client Operations Director at AMS with a 20-year tenure. When Chris reflected on her career, and the capabilities honed at previous jobs, those transferrable skills became clear. With the insight into operations, finance HR, sales and compliance, they decided that a role at AMS could be an avenue to explore.

The Outcome

‘How I reacted to being rejected made me stand out.’ she says with a positive lift in her voice.

Her initial application was unsuccessful however when the hiring manager at AMS called to let her know, Sarah turned rejection into opportunity. They listened to Sarah’s career story and by skilled interviewing processes and thinking outside the proverbial box, they identified Sarah’s strengths and when another similar opportunity came up, they knew that Sara would be a good fit and offered Sarah the role.

Adjusting to Corporate Life and Staying Authentic

Coming into a corporate setting from a smaller business, which had direct access to the Directors, where it was possible to make immediate changes was very different. With support for senior stakeholder management provided by AMS, Sarah quickly adapted to the change in dynamics, longer chains of decision making and the nuances of managing senior stakeholders. She's honed her approach while staying true to her authentic, straightforward, and open style.

Sarah joined AMS via what recruiters would call a ‘non-traditional’ route. Today, she has almost four years in role (one year more than the average tenure, to note), two promotions and is working towards a third. As she moves forward with positive energy into her 60th year, her career is going from strength to strength.

‘I am more considered about the improvements I recommend these days, as I can see the bigger picture across the business, but I am still me.’ She says.

Balancing Ambition With Life

Sarah was used to working 50 hour weeks, waking up at 5.30am for a swim, and then getting on with her day, often returning to check emails after dinner in the evenings. While Sarah brought her sterling work ethic and values-led approach with her, working with passion, boldly and authentically (the Gen X and AMS way), coming into corporate life she was encouraged by her line manager to get more of a work-life balance.

Sarah was offered a wake up call and reminder to balance her ambition after a car accident. She has since decided to turn down the volume just a bit (as much as her work ethic would allow), swapping out the late-night hours for joyful life experiences.

Weekends on the boat bring some welcome relief from a busy and productive week, as she and her wife relax on the water. As we write, they have just returned from a trip to Poland to experience Krakow.

Sarah's Advice to Job Seekers

‘Believe in yourself, grab those opportunities and keep pushing forward’ is Sarah’s message to those who were in her position and might be lacking in confidence. You are not alone on the journey, reach out to over 50s communities and remember that persistence will open doors.Sarah’s Advice to Employers and Recruiters

Learn how different generations approach job search and adapt your processes. Don't assume that online applications and looking in the usual places is enough. Your human recruiter skills are still very much needed. Be bold, be pioneering, put the unconscious age bias to one side.

If you sense a resistance to hiring older workers internally, get the data. If half the workforce will be over 50 by 2030, your company needs to be aware of this and get prepared for five generations in the office - who all operate differently.

“Understanding how over-50s think, feel, and work makes recruitment more meaningful and far more effective,” she says.

What Makes Gen X Tick?

‘We were built different’ says Sarah, as she waxes lyrical about a childhood of independence and accountability. She recalls a pre-digital working world where you just had to figure things out. There was no Google, you couldn’t look anything up not even from a physical manual.

That’s what makes the over 50s so resilient, creative, and indispensable today. In fact it’s a skill that older workers take for granted, but it’s what sets them apart as a generation.
"We were built different. We figured things out with grit and no Google."

Bringing this type of leadership and management to the team is core to its success. Sarah will not ask her team to do something that she’s not willing to do herself. As she reminisces about her teens working in McDonalds, there was a lot of rolling up of sleeves and simply cracking on. It stays with her.

Sarah's Story is a Blueprint for Organisations to Copy

At 50 and beyond, many professionals feel they have “one more big job” in them—and want to make it count. Sarah is living proof that, with the right employer, experience and ambition align to create powerful results.

Sarah’s journey shows the real impact of intergenerational hiring—unlocking proven skills, loyalty, and leadership from experienced candidates. For employers serious about building resilient, high-performing teams, her story is a blueprint for what happens when you look beyond traditional career paths.

Sarah’s story is proof that experience, resilience, and the right support can open new doors if you’re prepared to be bold. If you’re rethinking your next move, this is the inspiration you need to redefine your career with confidence. Job seekers can find age friendly roles at Jobs/Redefined.

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