There are few phrases in job hunting that land like a slap in the face. And one of them is:
“You’re too experienced”.
I mean… really? Isn’t that supposed to be a good thing? You’ve worked hard for those skills, built them over years, delivered real results, and now they’re the reason you didn’t get the job?
This week in #AskAmelia, I want to unpack what’s really going on when you hear those words, why it happens, and how you can tackle it head-on without dumbing down your CV or pretending you’re someone you’re not.
Read more to find out…
Amelia Cranfield is the Founder and Director of Campfire, the Marketing Association’s exclusive recruitment agency partner. Campfire specialises in placing talent across digital marketing, e-commerce, media, and creative roles throughout New Zealand, offering full-time, part-time, contract, and freelance opportunities.
So, why should you #AskAmelia? With over 18 years of recruitment experience in both the UK and New Zealand, she’s seen it all, and she’s not here to sugarcoat anything. If you’ve got a burning question, email: askamelia@campfirerecruitment.co.nz
Question: I bring years of valuable experience of the table. Why do I keep getting rejected from jobs at the final stage interview for being “too experienced”? Shouldn’t being experienced be a good thing?
What they REALLY mean
On the surface, “too experienced” sounds like a compliment. But in recruitment, it’s usually code for something else. Maybe they’re worried you’ll take the job as a short-term fix and leave the second something shinier comes along. Or they’re guessing your salary expectations will be higher than what’s on offer. Sometimes it’s about team fit - they think you might get bored, clash with the culture, or accidentally overshadow the manager.
And yes, occasionally it’s career-stage bias creeping in. Assumptions (often unspoken) about your age, your ambition, or how you’ll take direction. None of it feels great. And because “too experienced” is so vague, it can feel like a polite brush-off rather than helpful feedback.
How to get ahead of it
The trick is to answer the questions they haven’t asked yet.
Show them this isn’t “just for now.” Explain why the role makes sense for you, not just why you make sense for the role. Maybe it’s a fresh challenge, a new industry, or a chance to broaden your scope. Let them see you’ve thought about the long game.
And if it is a sideways or step-down move for personal reasons like lifestyle, location, family, sanity (!!), own it. Explain it clearly. Show them it’s intentional, not desperate.
…and yes, you should talk about salary
If the pay is lower than you’ve earned before, say so, and tell them you’re okay with it (or not). If you’re flexible, explain why. You can even offer creative ideas, like working fewer days for the same rate. The point is to remove the mystery, so they’re not left filling in the blanks with assumptions.
Project measured assurance
Finally, remember that confidence and presence matter. Candidates who worry about the ‘overqualified’ label sometimes project defensiveness or desperation without realizing it. Practice delivering your answers with calm assurance: you’re here because you want this job, not just any job, and you’re excited to contribute. If you can convey that authentically, you’ll start to see those final-stage interviews shift in your favour.
Final thought
By tackling the 'too experienced' label head-on, you turn it from a liability into a strength. Always reassure them about salary (if you’re flexible), longevity (that you’re not just passing through), and enthusiasm (that you genuinely want this job, not just any job). Remember: the employer is asking themselves, ‘Will this person fit here?’ Your job is to remove every doubt from their mind.
Got a burning question about recruitment, interviews, or careers? Ask Amelia.
Email your question to askamelia@campfirerecruitment.co.nz, and it could be featured in our next #AskAmelia blog.