I think you missed the point I was trying to make, I’ll try and summarize. There are two parts. If I’m hiring you as a 10 year veteran “general programmer”, I’m going to be very interested in the non-tech-stack skills you have developed (i.e. the other 60-plus percent of your impact). And let’s be honest, the vast majority of the 3 year experience “general developers” are weak there. The other point is that technology isn’t a straight forward progression, so while it isn’t great if you have been “stuck” in a tech stack you consider obsolete, by itself that shouldn’t be enough to reject you.

Two other points: First, of course when hiring you want to find the “perfect fit”, but you almost never do, so you have to make tradeoffs. Hiring an inexperienced person with the “right” tech stack when you really need to bring experience into your team is a common anti-pattern. Secondly, as a hiring manager you need to properly understand the difference between “10 years experience” and “one year of experience, related ten times”