Why is the topic of age relevant for Arineo at all?
Jennifer Emrich: Because we experience every day how valuable different life and professional experiences are. For us, age is not a criterion for performance, but an additional perspective. Colleagues with a lot of experience, in particular, bring calm, a good sense of priorities, and realistic judgment. This helps our teams enormously, especially in challenging or stressful situations.
What exactly do experienced employees contribute to daily work?
Jennifer Emrich: They’ve already experienced many situations: technical upheavals, organizational changes, conflicts, or crises. This wealth of experience ensures that decisions are made on a more informed basis. Older colleagues put things in perspective, remain calm, and help others to stay focused. At the same time, they bring deep expertise, both technically and in process design and customer cooperation.
Some companies focus heavily on “young and dynamic.” How do you see that?
Jennifer Emrich: Performance has many faces. Innovation comes not only from new ideas, but also from experience and reflection. In our experience, diverse staff teams increase decision quality and innovation. We consciously benefit from different perspectives, from younger as well as older colleagues. What matters is the interaction.
What does this mean for people who want to make a change again in the middle or later stages of their career?
Jennifer Emrich: These people often bring a great deal of motivation, combined with a realistic assessment of what works and what does not. That is a powerful combination.
“It is important to us that a change or a new start does not fail due to age, but is measured by whether the person is a good professional and personal fit for us.”
Jennifer Emrich, Recruiting Specialist
What kind of conditions are needed to make this work?
Jennifer Emrich: We create structures that are geared towards different life phases. Balancing work with private needs or obligations is not an extra for us; it is part of our sustainable personnel strategy. Flexible working hours, part-time models, and hybrid working give all employees the freedom to organize their working day in a meaningful way, always in line with project requirements.
What does this look like in concrete terms for employees?
Jennifer Emrich: They can adapt their work to their personal situation while continuing to contribute their expertise. Participation is expressly encouraged. Taking responsibility is a given for us. This not only increases motivation but also commitment to the company.
And what about further development in later career phases?
Jennifer Emrich: Further training at our company has no age limit and doesn’t stop at a certain age. We see learning as a lifelong process. New colleagues receive structured and supervised onboarding and have access to a range of training formats. Careers can take many forms: deepening expertise, passing on knowledge, managing projects, or taking on management tasks. What matters is that the path fits the person and Arineo.
What is your conclusion on the topic of age at Arineo?
Jennifer Emrich: Age does not define limits, but brings additional strengths. When we consciously use these strengths and create the right conditions, everyone benefits: the teams, the individual employees, and the company as a whole.
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