IBM purged ‘gray hairs’ and ‘old heads’ as it launched Millennial Corps: lawsuit
Age discrimination in technology is alive and well, flourishing under the veils of "over qualified" and "culture fit" and "no experience with the xyz product".
I have had many great phone interviews. On site, in the presence of hiring decision makers, while I look like a typical white corporate employee, the gray hairs blending in with brown are visible enough for the comments such as, "this role may not be challenging enough for you", and the end result is being over qualified. Not too old for them, just too qualified. Makes everyone feel better.
If and when I need surgery, I hope my surgeon is overqualified!
But thecreal focus is on tools. "Do you have x years experience with the xyz software product?"
I spent at least a decade of my career evaluating new technology...And implementing some of it. A tool is a tool. But what is the process? What is the purpose of the tool? 
A person says they have 5 years experience with a Milwaukee hammer. That's what the job req says is required.
This person gets hired because the person with 7 years weilding a Craftsman hammer doesn't have the Milwaukee hammer experience. But what is the purpose? 
In the end, the 5 year Milwaukee experience person gets the job but still can't hammer in a nail without bending the nail. And places nails with no regard for rhe building code.
Experience is not about the tool, but that is not what today's HR hiring/vetting process is about.
ISAM, VTAM, DB2, Paradox, Oracle, Sybase, SQL Server, nosql, hadoop... tools. Third Normal Form? Data dictionary? Index optimization? Processes not addressed by a specific tool. Similarly, does memory management enhancements make the C coding language that much different? 
But I digress.
Hire the experience with the process, not necessarily with a tool. Especially the "flavour of the year" tools.