In this chapter, we look into the age categorizations that recruiters initiate in the job interviews under study here. As gatekeepers, recruiters hold a pivotal position in deciding whether a candidate is hired or not. Consequently, if these interviewers’ decisions are influenced or guided by ageist stereotypes and biases, the gatekeeping process might—perhaps inadvertently—lead to age discrimination, and recruiters may be held accountable for this. In spite of this, we found several instances in our corpus in which recruiters nevertheless initiated age-related topics. In this chapter, we present our analyses organized along a continuum from more subtle to more explicit forms of age categorizations and stereotyping through category work. Across these various examples, it is striking to note that the recruiters’ specific formulations show quite a few similarities and these point at the recruiters’ awareness of the sensitive nature of discussing the candidate’s age—and especially the assumed implications—in job interviews.