From A to GenZ: How to build a multi-generational company

Ageism in startup hiring is illegal or optimal, depending on who you ask.

It's illegal to refuse to hire people over 30, but that hasn't stopped some tech leaders from advocating for younger hires. 

In the wake of a discussion about ageism in tech hiring during a panel on courting and retaining GenZ workers that I was on at TechCrunch Disrupt, it's a good time to take a closer look at the realities—and advantages—of generational diversity in the workplace.

According to the U.S. Department of Labor, today's workforce spans five generations, from the Silent Generation to Gen Z, with Millennials making up the largest segment (36%). While some may champion hiring only younger talent, recruiting across generations broadens your talent pool and delivers strategic advantages that can accelerate your company’s growth.

Ageism in hiring is illegal, even if you're just trying to find a "culture fit." 

You can't refuse to hire people over 30, and you shouldn't want to. Every generation has its strengths, from loyalty and experience to energy and adaptability. Each generation also requires different hiring strategies, emphasizing stability versus growth potential.

At SignalFire, we recognize that innovation and expertise know no age limits. We leverage our proprietary Beacon AI platform to help our startup founders identify top talent across all age groups.

Let's explore how embracing generational diversity is the smart play for startup success:

Tech-savvy, change-ready: Why Gen Z thrives amid disruption

Gen Z is redefining the modern workforce, comprising 18% of today’s talent pool. This generation isn’t just filling seats—they’re bringing innovation, agility, and an innate tech fluency to the table. However, with an average tenure of just 1.1 years per company in the tech sector, Gen Z employees will likely transition out of your company quickly, constantly seeking growth and new challenges.

What sets them apart? Their unmatched adaptability. Entering the workforce amid a global pandemic, economic flux, and rapid technological evolution, they’ve proven their ability to thrive in a shifting landscape. Born into an era of smartphones and digital ecosystems, Gen Z possesses a natural comfort with technology that makes them invaluable to any startup aiming to move fast and stay ahead. Embracing Gen Z’s energy and digital prowess isn’t just beneficial—it’s strategic for driving your company’s growth.

Experienced, energized, and versatile: The Millennial edge

Millennials, making up 36% of the workforce, are at the intersection of experience, agility and drive. With an average tenure of 1.8 years at a company (in tech), this generation brings a blend of experience and versatility. Having entered their careers during economic booms, recessions, and waves of technological transformation, they’ve proven their resilience and capacity to adapt. 

For startups looking for high-impact talent, Millennials offer the perfect mix: they have a decade or more of hands-on expertise yet remain years from retirement, primed for crucial leadership and operational roles. Their balance of youthful energy and seasoned knowledge can be the catalyst your company needs to scale efficiently and sustainably.

Bridging generations: Why Gen X is your startup’s steady force

Gen X, comprising 31% of today’s workforce, is often the unsung hero in modern work environments. With an average tenure of 2.2 years per company (in tech), they bring more stability than the younger generations, contributing significantly to a balanced workforce. 

These professionals started their careers before the tech boom and have adapted seamlessly through the dawn of the digital age. Their ability to bridge traditional methods and modern solutions makes them vital mediators between established practices and agile innovations. Unlike Gen Z, their loyalty and extended tenure bring consistency and strategic depth, making them a critical asset for sustainable startup growth.

Moreover, job satisfaction and employee engagement scores for Gen X and older employees tend to be higher, making them easier to manage and retain.

Loyalty and stability: Baby Boomers stay for the long haul

Baby Boomers make up 15% of today’s workforce—a smaller slice that wields immense power. As a generation that built the foundation of the modern workforce, they have decades of experience and a deep understanding of what it takes to succeed in business.

What sets Baby Boomers apart? Their remarkable loyalty. With an average tenure of 8-10 years at a single company—by far the longest of any generation—they provide unmatched stability and consistency. This level of commitment isn’t just rare; it’s invaluable. When you hire a Baby Boomer, you get someone who’s built deep institutional knowledge and can easily navigate complex challenges. They don’t quit when the going gets tough. 

Statistically, a Baby Boomer who joins your company today will stay until they retire—meaning they’re not likely to jump ship for a competitor. In an age where turnover can drain precious time and financial resources, their enduring presence brings reliability and a wealth of knowledge that will be passed on to your next generation of talent.

Winning strategies for multi-generational hiring

It’s important to note that companies don’t need to over architect or force hiring to be distributed by age. Rather, being inclusive in your strategies to attract, acquire, develop, and retain all generations will naturally yield a healthy balance. 

1. Craft inclusive job descriptions

I know this sounds basic, but it’s something startups often forget. Make sure your job descriptions speak to everyone. Use inclusive language that appeals to a broad range of candidates, highlighting your company’s commitment to diversity. Focus on skills and experience rather than rigid qualifications to attract a wider talent pool, and ensure all groups feel encouraged to apply.

2. Build a multi-channel employer brand

Get your brand message out across multiple platforms that the various generations tend to prefer—from LinkedIn and Glassdoor to Handshake and specialty industry networks. For example, this study shows that 78% of Gen Z job seekers use LinkedIn, Handshake, and Indeed. 

Ensure your brand reflects a culture of inclusivity and respect for all backgrounds. Showcase authentic, diverse employee stories and experiences that resonate with diverse candidates, creating meaningful brand connections at every touchpoint.

3. Foster collaborative cultures for knowledge sharing

Creating a culture where generations collaborate and learn from each other is easier said than done. Focus on providing opportunities for younger employees to partner with more seasoned workers to promote cross-generational knowledge exchange. This not only strengthens your team but also helps bridge skills gaps and build strong mentoring relationships that enhance professional growth and company loyalty.

4. Design benefits and policies for every life stage

Whether employees are fresh out of college, mid-career, or approaching retirement, flexible benefits and work arrangements should be a priority. Offering adaptable hours, remote work options, and family support policies ensures that employees at every stage of life can thrive. Inclusive wellness programs beyond a gym stipend—such as mental health resources and financial planning—will appeal to a wide range of needs, fostering a supportive environment for multiple generations.

5. Invest in relevant, modern skill development

Training and a culture of continuous learning is the key to keeping employees engaged and empowered. Offer on-the-job learning opportunities that equip your workforce with the latest, most relevant skills. From AI competency training to leadership development, ensure your programs are accessible to all employees, helping them stay competitive and grow within your organization.

6. Turn data and proven frameworks into retention radar

Regular pulse checks through proven frameworks like Gallup's Q12 can reveal subtle shifts in engagement. Modern AI sentiment analysis tools can also detect changes in communication patterns, like decreased participation in Slack channels or shifts in email tone, potentially flagging flight risks before they become resignation letters. The key is establishing a baseline during "business as usual" so these tools can spot meaningful deviations that warrant a deeper conversation.

Mirror your market, multiply your impact

Diverse teams are better at seeing around corners. In a world where expert advice often varies on the intersection of age and hiring, I firmly believe that generational diversity is a powerful competitive advantage. After all, to truly connect with a diverse set of customers, your team should reflect that same diversity. When your workforce mirrors your customer base, you’re better equipped to spot challenges and seize opportunities early, keeping your business ahead of the curve.