Do not make age the issue unless the interviewer explicitly raises it. Experienced-hire credibility comes from scope, judgment, ownership, and the level at which you have already operated, not from looking a certain age.

The risk is usually that your examples feel junior, not that your birth year is visible. If you have managed senior stakeholders, owned decisions, or delivered work beyond a typical entry-level scope, make those facts concrete.

For example, an answer that says you led a cross-functional decision with a director and owned the recommendation is stronger than saying you were given more responsibility than peers.

Prepare two or three examples that prove level. If age comes up indirectly, answer briefly and return to evidence of the responsibilities you have already handled.

The responsibility examples should probably do the heavy lifting here.