When writing recruitment notices, the expression of age restrictions needs to strictly abide by the "Employment Promotion Law of the People's Republic of China" and related laws and regulations to avoid employment discrimination. The following provide two compliance expression schemes for reference： Option 1 (indirect expression)： 【Job requirements】 * Identify with a young team culture, have innovative thinking and rapid adaptability； • Can adapt to high-intensity, fast-paced working mode； •Strong learning ability and sensitivity to emerging technologies/industry trends (supplementary instructions based on job characteristics). Option 2 (expression of compliance in accordance with the law)： 【Application conditions】 • In principle, the age is not more than 35 years old (set in accordance with the relevant provisions of the "Regulations on the Employment of Civil Servants" and the actual job requirements of the enterprise, in line with the requirements of national laws and regulations). Supplementary recommendations： 1. It is recommended to add flexible clauses such as "those who are particularly outstanding can relax the conditions appropriately". 2. Indicate at the end of the notice: "The employment conditions for this position are set in accordance with the "Labor Contract Law" and related regulations, and the final interpretation belongs to the company." 3. If it involves special industries (such as flight attendants, fire protection, etc.), specific industry regulations can be cited. 4. It is recommended to simultaneously highlight the company's training system for the career development of employees and weaken the age directivity. Risk warning: In accordance with the spirit of the "Notice on Further Regulating Recruitment Behavior and Promoting Women's Employment" of the Ministry of Human Resources and Social Affairs and other nine Departments in 2019, it is recommended that enterprises give priority to achieving talent screening goals through the description of job ability requirements. It is recommended to consult with labor law professionals before actual operation to ensure that the recruitment copywriting is legal and in compliance.