We will probably see a disproportionate percentage of new hires on the younger side simply because of the flows and special programs (WMU, etc) that DL has. A large majority of those groups are younger by default and DL is pre-committed to them by contract or intent. So "class average" is really an invalid statistic when evaluating a future new hire's chances to get hired because of his/her age.

You have to look only at the non flow, non legacy (a large percentage that are sons/daughters of DL employees and by default usually on the younger side) completely "off the street" new hires. And then you have to further adjust for the average ages among the eligible pilot pool at large. IOW of most available qualified apps are from younger groups, youre going to get younger new hires.

With the flows and whatnot, DL could theoretically prefer older pilots and still have future new hire classes mostly younger. I'd theorize that no airlines wants to self create another massive attrition curve anyway (beyond what will happen inevitably) so older off the street pilots will have a very good chance, all things equal. Preparation is a huge part of it though. There are a lot of younger pilots who prep and study and update and network, while some older pilots don't do nearly as much of that because they think their resume alone will carry them.

Over all I'd say DL's hiring process is very equal opportunity and DL HR appreciates a pilot group with a diversity of experiences and perspectives. If you are an older pilot, and you do what you need to do to get noticed and you prepare, you have an excellent chance of a job with DL. Just my 2 cents.