What are the age ranges and eligibility criteria for Crossing Hurdles programs?

1. Who Crossing Hurdles says it serves — “young professionals” and early‑career talent

Company profiles and third‑party listings describe Crossing Hurdles as an organization that mentors candidates aiming to build careers in product management and consulting and helps organizations find “young professionals” for internships and full‑time roles, signaling a target audience defined by career stage rather than by birth year ^{[1] [2]}. The language used in those descriptions — “mentors candidates,” “helps organizations find… young professionals,” and internship programs — implies programs are designed for students, recent graduates, or early‑career hires, but those descriptors are qualitative and not the same as an explicit age eligibility rule ^[1].

2. What public job and internship listings reveal about eligibility criteria

Listings and company profiles on recruitment platforms emphasize role fit, skills, and experience — for example, Crossing Hurdles markets staffing and recruitment services across sectors and promotes matching candidates in Tech, Product, Sales and other functions — which suggests eligibility for programs is assessed on skills and professional relevance rather than age alone ^[2]. An internship summary on a third‑party site lists stipend amounts and program benefits, reinforcing that the offerings resemble conventional internships targeted at people seeking early professional experience, but it does not publish numeric age limits or statutory eligibility requirements ^[1].

3. Gaps in the public record: no explicit age ranges or formal eligibility matrix found

A systematic read of the captured sources turns up concrete program descriptions and compensation figures for internships but no explicit statements such as “ages X–Y eligible” or “applicants must be at least X years old.” The absence of a published age range or formal eligibility checklist in the available materials means any definitive age‑range claim cannot be supported by the cited sources ^{[1] [2] [3]}. Where sites emphasize “students” or “young professionals,” that phrasing indicates intended audience but not enforceable thresholds.

4. How to interpret eligibility when age is not stated: practical criteria likely matter more

When organizations omit an age range, common practice is to base eligibility on educational status, work authorization, years of experience, and skillset; Crossing Hurdles’ public profile underscores domain focus (product management, consulting) and internship hiring, implying that enrollment or selection will hinge on academic level, portfolio/aptitude, and employer requirements rather than a strict age cutoff ^{[1] [2]}. This interpretation aligns with the typical structure of ed‑tech and recruitment programs, but should be treated as an inference because the sources do not explicitly confirm these selection metrics.

5. Alternate perspectives and potential implicit agendas in the sources

Third‑party listings (job boards and internship aggregators) naturally frame Crossing Hurdles attractively to recruit both applicants and client companies, which can gloss over restrictive eligibility rules or nuanced selection criteria; company‑authored blurbs stress mission and outcomes (mentorship, placement) and stipend numbers but are unlikely to highlight exclusionary rules if any exist ^{[1] [2]}. Conversely, absence of an age statement could reflect a deliberate inclusive stance or simply incomplete public documentation; the sources do not resolve which.

6. What remains unanswered and next steps for confirmation

The available reporting does not supply a formal age range or statutory eligibility list for Crossing Hurdles programs, so a conclusive numeric answer is not possible from these sources alone ^{[1] [2]}. To confirm precise age limits or eligibility conditions, direct documentation from Crossing Hurdles (program terms, application pages, or official FAQs) or an inquiry to program administrators is required; the present sources only support that the programs target early‑career candidates and interns rather than specifying ages ^{[1] [2]}.