The Beauty of Being Laid Off in Your Early 50s
How losing my job taught me to embrace uncertainty, navigate ageism, and laugh at coffee cup tests
Laid Off in My 50s: The Liberation, the Hustle, and the Absurdity of Interviews
I was laid off at the beginning of November from a job I loved. It wasn’t entirely unexpected — we had a major layoff in mid-September, and based on how the rest of the quarter went, I could sense another wave coming. I just didn’t know it would happen right after Election Day (Thanks Trump!).
When I got a Slack huddle request from my boss, my first thought was, “Oh wow, I’m getting laid off!” Even though I had just closed a multi-million-dollar deal, the axe had come for me. And honestly? I felt like a weight had been lifted off my chest. I excitedly took the call, already prepared for the news.
In all my years in corporate America — working for both large firms and scrappy startups — I had always managed to sidestep layoffs. But this time, it was my turn.
Several coworkers had received ominous “1-on-1” meeting requests over the weekend, and their writing was on the wall. So when my moment came, I didn’t resist. Instead, I dusted off my resume, crafted a tailored cover letter, and applied to a few companies where I had contacts.
Then came the interviews.
The Antisocialness of Interviews
I’ve always hated interviews. Not because of the people, but because of the performative nature of it all. The psychological games, the trick questions, and the artificial rituals are designed to test your “fit” for the job. Interviews have a strange way of making you feel less like a professional and more like a lab rat being poked and prodded.
I took two introductory calls, and honestly, I’m glad I didn’t make it to the next round. One of the startups felt like it wanted more of a cult member than an employee.
However, these interviews reminded me of some of the psychological tests that hiring managers love to use. Let me give you a glimpse into these odd little experiments.
The Coffee Cup Test
The Coffee Cup Test is simple and sneaky. During the interview, the hiring manager offers you a cup of coffee (or another beverage). At the end of the meeting, they observe what you do with the cup. Do you leave it on the table and walk away? Do you ask where to put it? Or do you instinctively take it to the kitchen to wash or dispose of it?
The idea is to gauge your attitude toward small, seemingly insignificant responsibilities. Are you someone who takes initiative and demonstrates respect for shared spaces, or do you think tasks like this are beneath you?
The interviewer believes this to be a clever test, but let’s be real —everything about it feels manipulative. What if you’re so focused on answering the technical questions that you forget to ask about the cup? What if you think it’s impolite to presume where the kitchen is? Small moments like this can be disproportionately weighted against candidates who are otherwise perfect for the role.
The Salt and Pepper Test
Another infamous interview tactic is the Salt and Pepper Test. In this scenario, candidates are taken out for a meal, and the interviewer watches how they interact with the salt and pepper shakers.
Do they use them without tasting the food first? Are they polite to the waitstaff? How do they handle minor inconveniences, like a delay in service or an incorrect order?
This test is meant to measure social awareness and how candidates behave in unguarded moments. The idea is that how you treat a waiter — or a salt shaker — reveals more about your character than rehearsed answers ever could.
Again, the test can feel artificial. People who know about these tactics will simply adjust their behavior to score points, turning what could be a genuine interaction into just another game.
Other Psychological Interview Tests
The Coffee Cup Test and Salt and Pepper Test are just the beginning. Employers are increasingly leaning on subtle psychological tricks to gauge candidates. Here are a few others:
The Waiting Room Test: Some companies observe candidates in the waiting room before the interview starts. How do they interact with the receptionist? Are they patient, or do they seem annoyed by the delay?
The Chaos Question: Interviewers throw a curveball question to see how you handle ambiguity. Something like, “How many tennis balls can fit in a 747?” isn’t about the correct answer; it’s about how you approach problem-solving.
The Group Test: In group interviews, the goal is to see how candidates collaborate under pressure. Are you a leader, a listener, or a disruptor?
The Silent Pause: After you answer a question, the interviewer deliberately stays silent, hoping to make you fill the gap. This tactic tests your confidence and whether you ramble when nervous.
These tests aren’t inherently bad, but they can feel deeply impersonal, especially for candidates like me — someone in their early 50s, navigating a world that seems obsessed with youth and novelty.
Interviewing in Your 50s
Ageism is real, even if it’s illegal (for now). Startups often prioritize younger candidates who are cheaper, know the latest programming languages, and don’t mind grinding 80-hour weeks. My experience? It doesn’t seem to carry much weight unless I’m working as a consultant for one of the big firms.
During my interviews, I couldn’t shake the feeling that I was being dismissed for not being young enough. It’s a strange dynamic — feeling overqualified but undervalued.
For now, I’m taking it one step at a time. I’m exploring whether I can turn my side hustle into a full-time gig. It’s a tall order, but maybe the layoffs were a blessing in disguise. At least I don’t have to pretend to care about coffee cups and salt shakers anymore.
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