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<blockquote data-quote="Jessica Booker" data-source="post: 45775" data-attributes="member: 2672"><p>1) I recruited a trainee in their 60s - age is not a deciding factor on “when to give up”. From my perspective (and that won’t be everyone in grad recs view), I’d be suspicious if someone looked to be reapply many years down the line and wasn’t pushing themselves to develop their skill set. The “why should I recruit this person” suspicion is only there is if there is a clear lack of evidence/progression in an applicant.</p><p></p><p>2) depends on the individual firm’s policy - always check what that is</p><p></p><p>3) anything that may show case intellectual capability instead usually. That could be with test scores, the way you present evidence on your CV, or the complexity of the things you have done previously.</p></blockquote><p></p>
[QUOTE="Jessica Booker, post: 45775, member: 2672"] 1) I recruited a trainee in their 60s - age is not a deciding factor on “when to give up”. From my perspective (and that won’t be everyone in grad recs view), I’d be suspicious if someone looked to be reapply many years down the line and wasn’t pushing themselves to develop their skill set. The “why should I recruit this person” suspicion is only there is if there is a clear lack of evidence/progression in an applicant. 2) depends on the individual firm’s policy - always check what that is 3) anything that may show case intellectual capability instead usually. That could be with test scores, the way you present evidence on your CV, or the complexity of the things you have done previously. [/QUOTE]
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