WeNold - Unlocking Human Capital: Renowned, committed, and experienced executives over the age of 45 (CEOs, senior executives, operational managers, and key contributors) in France and internationally:
-Transitioning from their current company to a new life project.
-Professional repositioning within their current company.

REPUTABLE, COMMITTED, AND EXPERIENCED EXECUTIVES.

Today, careers are longer, and we'll be working until 65 or even 67.

At the start of our careers, we acquire expertise and, over the years, we move into positions that put our experience to good use.

At the age of 45, we've already acquired one or more areas of expertise, and with our life experience behind us, we can bring to the company a managerial muscle that was foreign to us at the dawn of our 25th year.

At the age of 45, it's fair to say that we still have twenty or so years to work, and that we want to use this time for our personal and professional development.

At 45, we're still young, with our lives ahead of us! We can allow ourselves more freedom, and let ourselves be guided by our desires and interests, which may have changed as a result of our acquired experience and life experience.

Without generalizing, we could say that companies today prefer to recruit young people with expertise for reasons of performance and short-term profitability.

Today, they are faced with multiple transformations (social, digital, geopolitical, etc.) for which they believe that younger people will be better able to cope with more recent expertise, such as digital expertise, etc.

It's a sobering thought: no one in their youth has ever had to deal with multiple crises... Having a little life experience also means being able to gain a little more perspective.

Many have lived with the idea of a long career, and think that their work is an integral part of their identity. Today, however, the relationship with society has changed, companies have changed, careers are shorter, and it's no longer just work that forms a person's identity.

We find that people who are well advanced in their careers haven't necessarily thought about what motivates them next, about giving meaning to their future, a future that could rhyme with fulfillment.

What do I want to do with my life? What does working add to my personality? Who am I if I don't work? Who am I if I'm not working? Who am I if I'm not pursuing a career and looking for promotion?

More and more people over 45 are taking an interest in themselves, and thinking about how they can embody their future, a future that's just like them, in a holistic approach to a real, concrete life project.

At a time when the job market is tightening up, with a skills shortage in many professions and sectors, we are facing a major paradox in France: some of the experienced managers who now represent a growing category within French society are being sidelined, despite the fact that they can take up many challenges to reposition themselves within their companies, in order to make the most of their human capital and their level of seniority, particularly with the younger generations.

Experienced managers are a valuable resource in terms of corporate culture, experience, performance and growth.

WeNold has a real role to play in supporting them towards a new life project (internal repositioning within their company, external deployment) that suits them, enabling them to create the value our company so desperately needs!

Naturally, the first asset identified by experienced managers is their experience: they know their environment and their company best, which gives them legitimacy and the ability to stand back.

In situations that call for responsiveness and efficiency, experienced managers are equipped with time-saving reflexes.

They are rich in skills and human qualities: critical thinking - open-mindedness - team spirit - empathy - communication - autonomy of action - flexibility - risk-taking.

They have behavioral skills that remain unchanged, unlike technology, which is constantly evolving.

Companies are beginning to realize that experienced, highly-skilled executives over the age of 45, with recognized reputations, are the repositories of corporate knowledge, the living memory of the company's history and the guarantors of its coherence. They play a transmission role that is essential to the long-term survival of organizations.