Even as I finished my degree, I knew how tough the job market was. Entry-level architectural roles often require more experience than a new graduate can realistically have. Many practices were only hiring students ready for the next stage of qualification, leaving little room for someone like me starting out.

Some opportunities were misleading. For many architecture roles, listings didn’t even provide the company name or clear location. The gap between what I’d achieved - my degree, portfolio, skills and the lack of recognition was stark. I felt invisible.

Digital recruitment, unrealistic experience requirements and subtle biases make it incredibly hard for early-career candidates to be seen. Employers must recognise that talent is broader than CV keywords.

I live in North Yorkshire. For the past two years, I’ve been searching for work. During that time, I’ve had a few short-term roles, but nothing lasting. It’s been frustrating and exhausting. I feel like I’ve failed in some ways, owning a home, managing bills, accommodating my health needs and paying for alternative therapies that are not provided by the NHS - but my contributions have stalled.

I’m Black, disabled, and large, and navigating the job market often feels impossible. When I was employed, I approached applications methodically. I tracked every role I applied for, stopping only after 150 applications in six months. Each one took time - half a day, sometimes a full day, because I tailored my CV and cover letter. I am very meticulous. If I’m applying for a job, I’ll go through the job description line by line, make sure my CV matches, tweak my cover letter, and then submit.

Despite all this effort, responses were inconsistent. Agencies often ghosted me, especially when my applications didn’t generate profit. Feedback was usually generic: “Thank you, but we’re not moving forward.” Even after interviews, positive feedback didn’t translate into offers. You feel good about yourself for a moment, but then there’s nothing actionable. You’re left wondering what went wrong.

I turned 60 last week. I’ve had a long and varied career. For most of my life, I worked in the leisure industry - running nightclubs, bars, pubs and live venues. In my late forties, I made a big pivot and joined the police. Joining the Met gave me brilliant experience, especially in licensing and modern slavery. But policing wasn’t quite what I hoped it would be.

Eventually, I came back to what I knew best: people. I started looking for part-time or flexible roles, anything where I could bring my experience into a new chapter. The way job hunting works now has completely changed. It used to be simple: a CV, a phone call, or the local paper on a Thursday. Now it’s endless websites, repeated listings, algorithms, and being dragged off in the wrong direction if you click on the wrong thing.

Even with decades of experience, I couldn’t get a job in a supermarket. It didn’t make sense. You’d think employers would value older workers more - reliability, stability, commitment - but it didn’t feel like that at all.

Blind applications helped. When they strip out your age, gender, background, everything, you feel like you’re being judged on your skills alone. But the minute you get to interview, it’s no longer blind. People still make assumptions.