When formulating recruitment policies, special attention needs to be paid to the protection of employment equality by laws and regulations (for example, China's "Employment Promotion Law" clearly prohibits age discrimination). If an enterprise does want to improve organizational effectiveness by optimizing the team structure, it is recommended to start from the following perspectives and explain it through legal and compliance dimensions such as job demand analysis and teamwork effectiveness, rather than directly setting age limits.： --- ####**Alternative interpretation perspective of legal compliance** 1. **Job ability matching** - "Some technical positions need to quickly adapt to the high-intensity work rhythm or emerging technologies (such as meta-universe development, AI training, etc.). We are more concerned about whether candidates have the ability to continuously learn new technologies. This may not be directly related to age, but it needs to be verified by project experience and technical tests. " 2. **Complementarity of teamwork** - "We hope that the career stages of team members will complement each other (such as senior architects + young engineers), and the efficiency of knowledge inheritance will be improved through an internal mentoring system. When recruiting, priority will be given to the candidate's collaboration experience, rather than simply dividing by age. " 3. **Organizational culture adaptability** -"The company encourages an open and flat communication culture. We pay more attention to whether candidates can adapt to an agile work model. This is related to thinking activity, but it needs to pass a personality assessment and a comprehensive assessment of team interviews. " 4. **Long-term career planning matching** - "For R&D positions that require long-term investment, we hope that the career development stage of candidates is in line with the project cycle (for example, a technical hard work period of more than 5 years), which needs to be judged based on personal planning rather than age. " --- ####**Risk warnings and recommendations** 1. **Legal risks** Directly setting an age limit may violate the provisions of the "Employment Promotion Law" and "Labor Law" on the right to equal employment. If it is found to be discrimination, the enterprise will face legal proceedings and reputational losses. 2. **Hidden costs** A single age structure may lead to knowledge faults (such as the loss of experience of old employees), a decline in innovation ability (different intergenerational perspectives can stimulate innovation), and even increase employment risks (such as the high turnover rate of young teams). 3. **Alternative** -**Internal structure adjustment**: Promote intergenerational collaboration through rotation and cross-departmental project teams -**Flexible employment**: Outsourcing or short-term cooperation can be used for positions with high physical strength/travel requirements -**Ability-oriented recruitment**: Replace age screening with tools such as technical written exams and case studies --- It is recommended to start with the job description and clarify the "core competency requirements" rather than the age limit. For example: "This position needs to travel 3 days a week to support customer on-site deployment" or "need to master the actual project experience of PyTorch 2.0 and below", such objective requirements can naturally attract suitable people, while avoiding legal risks.