Retirement Retired Life

Barbara Corcoran’s Tips for Retirees Who Want To Go Back To Work

Her hiring philosophy actually works in older candidates' favor.

By Josh Koebert , Edited by Laura Hohenstein

Updated Oct. 22, 2026

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Going back to work after retirement is not always about needing to save money in retirement. Sometimes it is about purpose, structure, boredom, or simply wanting to stay sharp. But the practical question is the same: How do you get hired when the last thing on your resume is dated, and the gap since you left is measured in years, not months?

Barbara Corcoran has hired thousands of people over a career that includes building a real estate empire from a $1,000 loan and more than 17 seasons on Shark Tank. Her hiring philosophy is unusually well-suited to a returning retiree, and most older job seekers have no idea.

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She reads energy before she reads the resume

Corcoran's central principle is not subtle. "Always hire attitude over experience," she has said publicly on multiple occasions. "Forget about the resume. Think about their attitude and their willingness to learn."

She has gone further than that, saying that the resume "gets in the way of sizing up the person," she explained in one interview.

For a retiree whose last job was a decade ago and whose resume trails off in a way that could raise questions, this framing shifts the entire premise of the interview. The thing Corcoran values most is the one thing a gap cannot take away: energy, enthusiasm, and a genuine willingness to learn.

She has been specific about what this looks like for older candidates. "Vitality is what fools an employer," she told a live audience. "If you walk in there vital, full of life and enthusiasm, they're going to forget that you're 53 and think you're acting younger."

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She acknowledges age bias is real, and tells you what to do about it

Corcoran does not pretend the barrier does not exist. "Ageism is a problem, and I'd be lying to you if I said don't worry about it," she said. "If you're over 50, they're going to hesitate."

Her advice is not to argue with the bias. It is to make it irrelevant before it gets traction.

"If you're older and you're letting that get in your way, simply look your best and put your age to the side," she said. "Just make sure you really dress up and look the part of somebody energized."

She also makes a direct case for why older hires are worth more, not less. "I hire many people that are older and they have so much more wisdom. There's no circumstance that they run into that they haven't seen before and have a solution for. So you take a lot less training."

That is the argument a returning retiree should be making, quietly and specifically, with examples. Not defending a gap, but describing what four decades of problem-solving looks like in the specific job they are interviewing for.

Close the interview by asking what is standing in the way

This is the Corcoran tactic most people never use, and it directly addresses the age problem in a way that keeps the retiree in control.

At the end of the interview, when asked if you have any questions, Corcoran says to ask this: "Is there anything standing in the way of you hiring me?"

Her reasoning is precise. "It's polite, you force them into the position of telling you what they might object to. There may have been a miscommunication, they didn't understand you. It gives you the last shot."

For a retiree, this question is especially powerful. If the hiring manager has concerns about the gap, about technical currency, about whether the candidate will stay long enough to be worth training, those objections surface right now while you are still in the room to address them. That is far better than the alternative, which is walking out and never knowing what killed your candidacy.

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Choose the boss, not the salary

For anyone returning to work after retirement, money is often not the primary driver. Corcoran's career advice aligns with that perfectly.

"Don't take any job based on how much it pays," she has said. "Having a good boss will have more to do with your happiness at work than actually what you do with your day."

For a retiree re-entering the workforce, the version of this advice is to find an environment where the manager is curious, generous with feedback, and genuinely interested in the experience the person in front of them brings. A manager who sees a returning retiree as a problem to manage, rather than a resource to use, will make the return miserable regardless of how good the role looks on paper.

Corcoran also frames every job as primarily a learning environment. The question to ask about any role is what does this job teach you, and who do you become better by working for? For a retiree who already has financial stability, that framework makes more sense than optimizing for compensation.

What her advice does not cover

Corcoran's hiring philosophy is valuable, but it does not touch several practical questions a returning retiree needs to answer.

Part-time versus consulting

Many retirees are better served by project-based consulting work than by re-entering full-time employment. Consulting allows them to lead with expertise, set their own hours, and avoid the age-screening that happens in traditional hiring pipelines before they ever reach an interview.

Social Security and earned income

If you have already claimed Social Security before your full retirement age, earned income above the annual limit triggers a temporary benefit reduction. In 2026, the limit is approximately $24,480 for those under full retirement age for the full year. The withheld benefits are returned later, but the short-term cash flow impact is real and worth modeling before accepting a job.

Health coverage

If you are not yet 65, re-entering the workforce may affect marketplace or COBRA coverage. If your new employer offers coverage and you enroll, you may lose a premium tax credit. The interaction between earned income, health care subsidies, and Medicare eligibility requires a specific check before accepting any offer.

Technical fields weigh credentials more heavily

Corcoran's attitude-over-experience philosophy is strongest in sales, client services, management, and people-oriented roles. For a returning nurse, accountant, engineer, or IT professional, current licensure and technical currency matter alongside attitude. The energy she describes as decisive is necessary but not sufficient.

Bottom line

The concrete first step for anyone returning to work is not updating the resume. It is identifying two or three specific stories from a career that illustrate exactly the qualities Corcoran describes: a hard problem encountered, handled cleanly, with an outcome that required judgment no software could replicate. Those stories are what a returning retiree leads with, in the cover letter, in the first two minutes of the interview, and in the answer to "is there anything standing in the way of hiring me."

For anyone trying to stay on track for retirement financially while also returning to work, the interaction between earned income and benefits is the most important variable to check first. The Social Security Administration's earnings test calculator at ssa.gov shows exactly how a given salary affects benefit payments before full retirement age. Know that number before the offer is on the table.

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