It is a little annoying though when the Dept constantly fails to use people's prior expertise to their full potential. One example in one of my depts was when they were trying to develop a new software app for our group. They wanted this project to be managed by a more senior manager, but the problem was, no one in the head shed had any idea about software development, and a lot of them could barely use regular computers.

However, down in the "lower ranks" some of the younger guys actually used to work for software companies. But since they were entry level and therefor didn't know anything, no one even bothered asking if they had any useful skills. Thus, 2 years and about 2 million dollars later, the app flopped, unsurprisingly. And finally when one of the "new guys" moved up he then went about fixing what they could have done right the first time.

So while switching careers late in life is very doable if you just keep your head down and mouth shut...... I do kind of hate the whole, you start new and therefor you know nothing mentality. I wish there was more of a fast track or a way to identify talent early on and better use peoples skills they bring to the job to help move the dept forward a little faster. That should be one of the perks of hiring a seasoned employee, instead of a kid straight out of grad school who has never had a full time job in their life, hopefully the experienced guy can bring a little more to the table.

But it is what it is I guess.