The New Playbook for Executive Hiring: How Companies Are Finding Their Next Leaders

Executive ResumesJob Search

Executive Recruitment Has Been Completely Transformed
Long gone are the days when a CEO search consisted of a few rounds of calling up the right contacts. The search process has been transformed in recent years, becoming much more data-oriented and focused on strategic planning. Most importantly, today’s candidates are aware of their worth and don’t settle for suboptimal positions.

Planning Ahead: Avoiding Leadership Vacancies Through Search Firms
Another crucial trend is that companies are taking a proactive approach to executive recruitment. Instead of rushing to fill in a position as soon as a vacancy arises, companies work with executive search partners to create leadership pipelines for the future. (TriSource Staffing)
Planning ahead is necessary because there’s too much to lose due to a lack of proper succession planning and leadership continuity.

External Candidates Are More Attractive Than Ever
Traditionally, most companies preferred promoting their internal employees to higher positions. However, the trend has changed in recent years. For the first time in more than two decades, nearly half of all the CEOs in Fortune 1500 companies are appointed from outside the ranks. Warnerscott
The reason why external hires are so popular today is that they bring new perspectives and ideas to the table. For example, when Intel decided to hire former VMware CEO Pat Gelsinger, it initiated a major shift both culturally and strategically for the company. The lesson here is that outside blood brings fresh energy.

–Key statistics: Global vacancies for white-collar jobs increased by roughly 18% year-over-year, with notable growth in the sectors of Technology, Media & Telecom (+28% YoY) and Financial Services (+21% YoY in the United States), according to the Robert Walters Global Jobs Index. (Source: Robert Walters Global Jobs Index, September 2025- Hager Executive Search)
–However, hiring is done intentionally: New postings for white-collar positions dropped by 12.7% from the first quarter of 2024 to the same quarter of 2025, with data suggesting the shift from volume hiring to value hiring. (Source: Revelio Labs, 2025- Hager Executive Search)

The Right Cultural Fit Is Critical for Recruitment
Technical qualifications certainly matter, but they’re no longer the most important factor during the executive search process. Finding the cultural fit is now crucial, since hiring the wrong person, even with all the necessary qualifications, might be disastrous for the company. (TriSource Staffing)
Culture and leadership style are now two of the most sought-after qualifications. (Hunt Scanlon Media)

-Recruiters perform cultural assessment along with competency interviews
-Qualification gaps may be acceptable if candidates fit the company’s values
-Finding the wrong leader means losing money in the long run

(Sources: Hunt Scanlon Media, 2025)

AI-Powered Recruiting Is Becoming the Norm
New technologies allow recruiters to assess candidates efficiently and quickly, making data-driven recruiting decisions possible. Moreover, AI allows companies to predict the performance of candidates and assess whether or not they would make the right long-term investment. (JRG Partners LLC)

Artificial intelligence is changing the recruiting landscape, from helping recruiters map out the skills of candidates to identifying potential mismatches before the offer letter is issued. While AI helps with analysis and decision-making, humans should always be involved in executive searches. (McCarthy Recruitment)

-Artificial intelligence helps with candidate assessment and ranking
-Recruiters use predictive analytics to forecast long-term success
-Hiring decisions are ultimately made by human agents

(Sources: JRG Partners, 2025; McCarthy Recruitment, 2025)

Soft Skills Trump Academic Records and Job Titles
While some people still emphasize the importance of having a degree, most executives today have to prove that they possess critical leadership abilities, are flexible and able to handle unexpected situations, and have a broad vision for the future of the organization. JRG Partners LLC
Executive qualification standards have drastically changed, and while technical expertise is still useful, it’s no longer sufficient. To be qualified for a C-suite position, applicants have to prove their capabilities and show that they know what to do in case of changes. (ace talent curators)

The most relevant capabilities include:

-Ability to lead digital transformations
-Familiarity with AI and automation tools
-Experience managing supply chains and related risks
-Expertise in multiple sectors and functions

(Sources: JRG Partners, 2025; ACE Talent Curators, 2025)

Fractional Executives Are Gaining Popularity
Fractional executives or consultants working as executive-level employees have gained popularity in recent years. I interviewed a Fractional COO on my podcast Office Latte, and she explained that many startups and mid-market companies hire experienced C-suite professionals only when they need them.
The most effective way to develop the leadership potential of employees is to create a dynamic leadership team of part-time and full-time executives and consultants. (ace talent curators)

-Fractional executive allows accessing top talent efficiently
-Fractional executives can help navigate business transformations
-The rise of fractional executives in growth and PE-backed companies

(Sources: Warner Scott, 2025; ACE Talent Curators, 2025, )

Compensation Focuses on Long-Term Incentives
Base salaries aren’t the primary factor anymore, and most of the time, they play a minor role in attracting and retaining top executives. On the contrary, compensation programs of companies today include multiple elements such as equity packages and multi-year performance scorecards. The SR Group
Executives today are increasingly interested in equity compensation plans, and they prefer companies with clear growth plans to those without them. (Tech Nation)

-Multi-year scorecard-based compensation is becoming more popular
-More focus on long-term performance scorecards and pay packages
-Clawbacks become more popular to secure executive performance

(Sources: The SR Group, 2026; Tech Nation / Founders Keepers, 2025)

Diversity Matters to Boards and Executives Alike
Diversity, equity, and inclusion have moved from being buzzwords into key aspects of any corporate culture today. Increasingly often, companies are asking for shortlists with diversity in mind. (McCarthy Recruitment)
Diversity and inclusiveness are now crucial for executive search. Companies are not just talking about diversity and inclusiveness in theory but are trying to hire representatives of minority groups. Warnerscott

-Shortlists have to include minorities to satisfy the demands of the board
-Companies are implementing strategies to source executives from underrepresented groups

(Sources: McCarthy Recruitment, 2025; Warnerscott, 2025)

Executive Candidate Expectations
There’s another trend that’s frequently overlooked, a major shift in the power balance between employers and prospective executives. Now, it’s the applicants who evaluate employers as much as they evaluate candidates. (Hunt Scanlon Media)
These days, the best leaders are approached constantly by different companies that are willing to hire them. These executives are not focused on compensation but are evaluating each opportunity’s cultural and strategic aspects. (JRG Partners LLC)

Top priorities of executive applicants:
-Work-life balance
-Flexibility of the job
-Mission and values of the company
-Meaningful impact on the business

(Sources: Hunt Scanlon Media, 2025; JRG Partners, 2025)

In Summary…
The executive hiring process in 2026 has turned into a strategic discipline where companies rely on data and proactive planning, artificial intelligence, and culture to help with hiring decisions.

The Exec Who Couldn’t Find Words To Describe His Success

Executive Resumes

20 years of success and still unable to articulate it.

Marcus had founded companies.

He had led teams across three continents, executed two acquisitions, and turned around a business that others saw as lost. His career story was truly impressive–perhaps intimidatingly so.

And yet, when it came to selling himself to a board or interviewing for an executive opportunity, Marcus stumbled.

He rambled. He over-explained. He pivoted mid-sentence, losing track entirely. The successes were real, but they did not seem to be translating into a story.

“I knew what I had accomplished. I just could not figure out why any of it should matter or where I needed to go next.”

At this stage, after twenty-two years in operations and general management, Marcus was ready for a shot at the C-suite. He had been a COO in all but name. Now he wanted the role. But every time recruiters got on the line, they walked away confused.

THE PROBLEM
From the very beginning, we realized that Marcus’s problem was crystal clear. He did not have a career narrative — he had a laundry list of accomplishments. Chronological, disjointed, and disconnected. Marcus was explaining his past, not charting his future.

WHAT WE HEARD
“I was a COO in four different companies, in multiple industries. Then I was recruited to lead Europe for an international brand. Then I turned around a business unit. There were a lot of P&L responsibilities. I also had a really successful M&A experience, but I think that’s the wrong focus…”
Marcus could tell his story, but he could not seem to get it out without getting lost in the details. Recruiters could never figure out what they were dealing with– or what value Marcus brought.

THE WORK
The first thing we did was slow down. Rather than crafting Marcus’s elevator pitch, we worked together to identify the career turning points that made him feel like himself. We explored his unique areas of expertise, the problems that only he could fix. We looked for consistencies in the challenges other leaders threw at him.

A clear pattern emerged. Marcus was not a mere generalist–he was a master builder in chaotic environments. In fact, all of his most significant career successes took the same form: navigating ambiguity, establishing trust, creating order, and then handing off something sustainable. It was a pattern he replicated in four different companies, six different roles. That was Marcus’s calling card.

“No one had ever told me that my career had a pattern. I just assumed I did whatever had to get done.”

With that framework in mind, the rest fell into place. Marcus was not hunting titles; he was searching for the right kind of company. One in the messy middle — past the scrappy startup phase but not quite mature enough to run like a well-oiled machine. He found his sweet spot.

THE SHIFT
Our approach involved building Marcus’s story from the ground up, not by layering on more content but by cutting away everything unnecessary to the pattern. His pitch became tighter. His narrative gained clarity. For the first time, interviews were not tests of memory but discussions of his vision for the future.

WHAT CHANGED
Marcus was no longer leading with tenure and achievements; now he was leading with pattern and insight. He used one story to show his range. He always ended with the connection between his experiences and a current business challenge. Recruiters started calling him back that week.

THE OUTCOME
6 weeks from reframed career story to first offer
3 final-round interviews scheduled
40% compensation increase from prior position

Marcus accepted a Chief Operating Officer role with a Series D company growing from 200 to 800 employees. Marcus found the perfect environment for his pattern. “That’s the job,” Marcus told us on day one.

In some ways, the most difficult clients to work with are successful executives. But when they need guidance in articulating a compelling career narrative, our coaching process produces incredible results.
This is a case study of Marcus’s career shift. Here’s his full story presented in the style of a professional narrative.

A few elements that made it feel like Marcus’s story to me:
• The “career inventory versus career story” distinction — a common exec challenge
• A concrete leadership pattern rather than generic strengths or skills
• The notion of a “next chapter environment” — finding not just the right role but the right company
• Specific outcomes — a tight timeframe, multiple offers, a substantial compensation jump

If you need assistance breaking down and articulating your story, we can help.

How Executive Resumes Have Changed – And What Employers Expect

Executive ResumesResumes
How To Avoid Ageism On Your Executive Resume

Executive resumes have changed dramatically in recent years. No longer is it acceptable to write a resume that simply lists titles, tenure, and responsibilities. If you are an executive or aspire to become one, you need to know how resumes have changed and what employers are expecting to find in an executive resume today.

What is an Executive Resume Today?

A resume is a summary of a person’s background and qualifications. An executive resume is a summary of a person’s background and qualifications that communicates strategic value, leadership impact, and ability to navigate a complex business environment. If you are seeking a seat in a corporate boardroom, you need to know how to communicate that value to a hiring committee or executive search firm.

What Employers Expect in an Executive Resume

One of the most significant differences in an executive resume is that it is no longer acceptable to list job responsibilities. Why? Because corporate boards and search firms know what a CEO, COO, CFO, or VP does. What they don’t know is how you accomplished it. So what should you highlight in an executive resume?

  • Revenue growth
  • Market expansion
  • Efficiency in operations
  • Turnaround expertise
  • Mergers and acquisitions
  • Transformation of an organization

What this means is that you are not only required to communicate business impact, but also to communicate it in a way that is easily read and understood. If you are a high-performing executive, you know that you are being judged on how you impacted business results. So, it is not surprising that many of the most successful executive resumes are those that tout achievements such as:

“Scaled global revenue from $120M to $450M in four years”
“Led post-merger integration of two Fortune 500 divisions”
“Reduced operational costs by 30% while expanding market share”

The idea is to demonstrate strategic leadership capabilities.

In the context of decision-makers having mere seconds to scan the resume, these results need to be immediately visible.

AI and Applicant Tracking Systems Are Now Part of Executive Hiring

The assumption has been that applicant tracking systems (ATS) are only relevant to the hiring process for mid-level or lower positions. This has not been the case for some time.

In fact, many Fortune 500 companies use AI to screen applicants for executive positions, particularly at the beginning of the hiring process. A recent study done by Gartner found that 74% of enterprise-level companies use AI technology to screen applicants, including those for executive positions.

This means that the executive resume must meet two criteria:

-ATS compatibility
-Human readability

For example, if the resume has too many stylized elements, the AI technology may not be able to read the resume effectively. This has resulted in the majority of executive resumes being:

-Clean and simple
-Having standard section headings
-Having clear bullet points
-Having keyword alignment with the job title

Bullet points are more important than ever (versus large chunks of content), as they allow the reader to quickly identify the candidate’s achievements.

The executive resume must be strategically optimized, yet not look like the work of a robot.

Leadership Branding Is Now Essential

The other significant change in the executive resume has been the development of leadership branding.

For many years, many executives simply relied on their job title to demonstrate their leadership abilities. This has changed, and companies want to know what leadership value the executive candidate will be able to bring to the organization. This is usually done in the executive summary or leadership section at the top of the resume.

An effective executive summary should provide answers to the following types of questions:

-What kind of leader is this person?
-What business problems does this person solve?
-What kind of business or industry does this person specialize in?
-What kind of strategic results does this person deliver?

For example, instead of simply listing “Chief Operating Officer,” today’s executive resume might describe this person as:

“Operational Transformation Leader with expertise in high-growth business scalability, improving enterprise efficiency, and driving global market expansion.”

This executive positioning statement helps hiring teams understand the strategic importance of this person.

Companies Are Looking for Change Leaders

Today’s business environment is more volatile than ever.

Digital disruption, global business, and supply chain volatility are just a few of the factors driving businesses to change and adapt. Because of this new business reality, companies are looking for executives who are flexible and can deliver change leadership.

According to Deloitte’s 2020 Global Human Capital Trends report, 7 out of 10 business leaders report that their core business strategy is being able to move quickly and adapt to change.

Today’s executive resumes should include:

-Digital transformation initiatives
-AI adoption strategies
-Organizational restructuring initiatives
-Culture transformation initiatives
-Innovation leadership skills

Soft Skills and Human Leadership Matter More Than Ever

While business and leadership skills are still essential, today’s business environment is more about human leadership than ever. Companies want to see human leadership skills in their executive resumes.

For example:

-Building high-performance teams
-Leading through uncertainty and change
-Communicating vision and strategy
-Organizational culture building

Recent studies on the recruiting process indicate that critical thinking skills are the top priority for talent acquisition heads, followed by many technical skills. This change has been necessitated by the fact that, in addition to strategy, the leader must be able to guide the organization through change.

The Modern Executive Resume: What It Should Include

The resume of the modern executive leader must include the following:

-Cross-functional collaboration
-Organizational alignment
-Talent development
-Stakeholder management

This enables the employer to gain an understanding of the complete leadership package and not just the operational capabilities.

The Modern Executive Resume Is Shorter, Sharper, and More Strategic

Another significant change in the resume of the modern executive leader is its structure.

While the executive leader’s career span may be over three decades, the hiring committee does not want to know the entire history of the executive leader’s career. They want a high-level overview of the executive leader’s capabilities.

Today’s Executive Resume Should Include:

-The last 10 to 15 years of leadership experience
-The executive leader’s major strategic accomplishments
-High-impact leadership initiatives
-The executive leader’s responsibilities on the board

This enables the hiring committee to gain an overview of the executive leader’s capabilities and makes the resume sharper and more strategic. In the competitive executive leader’s job market, sometimes simplicity and clarity are more important than complexity.

What Companies Ultimately Want From Executive Candidates

The question the executive leader must ask themselves when crafting their resume is:

“What will the organization gain with the executive leader on board?”

The hiring companies looking to hire the executive leader are looking for individuals with the capabilities to:

-Grow the organization
-Lead the organization through change
-Build high-performance teams
-Innovate and transform the organization
-Make complex decisions with conviction

An executive leader must be able to clearly and strategically communicate these capabilities on their resume to be noticed by hiring committees and executive recruiters.

Final Thoughts

As organizational life responds to the challenges of rapid technological change, global competitive pressures, and changing workforce expectations, the need for organizational leaders who can navigate these complexities and deliver results has created a new imperative.

Executives willing to adapt their resume to the changing realities of the business environment, with its emphasis on results, transformational leadership, and strategic value, will be much more successful in the competitive executive resume market.

For those considering new executive roles, the message is clear:

Your resume must be the narrative of the results you produce, not the jobs you’ve had.

The Executive Resume Test: Would You Hire You?

Executive Resumes

Let’s do a quick exercise.

Pretend you’re on the other side of the table. You’re not the candidate—you’re the CEO, a board member, or a retained search partner hired to fill a critical executive role. You have a stack of resumes in front of you. Time is short. Expectations are sky-high.

You open your own resume.

Be honest—would you hire you?

If your answer isn’t a confident “Absolutely,” then your resume has a problem. And in today’s competitive executive landscape, that problem could be costing you serious opportunities.

Why This Test Matters More Than Ever

Executive hiring is unlike any other level. It’s not about checking boxes on a job description—it’s about identifying transformational leaders who can drive vision, strategy, and change.

Recruiters and decision-makers aren’t just looking for experience. They’re looking for:

-Pattern recognition of success
-Business outcomes
-Strategic thinking
-Cultural fit

And, increasingly, executive presence—on paper, on LinkedIn, and in the room

Your resume is your proxy. It goes places before you do. It speaks for you in boardrooms you haven’t entered yet. If it doesn’t instantly convey value, it’s getting passed over for one that does.

Why Most Executive Resumes Fail This Test

Here’s the hard truth: many executive resumes read like mid-level job descriptions dressed up in buzzwords. They list duties instead of results. They speak in clichés instead of strategy. And worst of all, they bury the good stuff.

If your resume sounds like this, you’re not alone—but you’re also not standing out:

❌ Too focused on job duties

Saying you “led a team of 20” or “oversaw operations” is table stakes. That doesn’t tell anyone how you led, what changed under your leadership, or why it mattered.

❌ Overloaded with buzzwords

Words like “dynamic,” “results-driven,” and “proven track record” are empty if not backed by specifics. You need to demonstrate, not declare.

❌ No executive voice

A great executive resume speaks the language of business impact. If yours is full of task-level language or reads like an internal HR file, you’re signaling mid-level—not C-level.

What a Strong Executive Resume Should Do

Think of your resume as a pitch deck for your leadership brand. In the first few seconds, it should clearly answer three critical questions:

🔹 1. Why are you an asset at the executive level?

Your resume should reflect the scope and scale of your leadership:

– How big are the teams and budgets you’ve managed?
– What level of strategic decision-making have you been responsible for?
– How have you influenced company direction, growth, or transformation?

Hint: If your resume reads like a list of “responsible for” statements, it’s not showing any of this.

🔹 2. What kind of change do you lead?

Modern boards and leadership teams don’t just want someone to “keep the lights on.” They want leaders who create impact.

What problems do you solve? What legacy did you leave at your last role? Whether it’s digital transformation, culture change, or scaling a division from $20M to $100M, show it.

Your value lives in the change you create.

🔹 3. What results do you consistently deliver?

Data is your friend. Wherever possible, quantify your wins:

Revenue growth in dollar or percentage terms
Operational cost reductions
Customer satisfaction improvements
Market share expansion
Employee engagement increases

If you can tie your leadership to specific, measurable outcomes, you immediately stand out.

Your Resume Should Be a Strategic Tool, Not Just a Record

Most executives come to me with resumes that are essentially career timelines. That’s fine—for HR systems. But your goal isn’t to get logged in an ATS. It’s to get noticed, remembered, and called.

A powerful executive resume is:

Branded: It reflects your unique leadership identity and narrative.
Tailored: It speaks to the types of roles and organizations you’re targeting.
Strategic: It shows thought leadership and value creation, not just career progression.

Executive Resume Examples: Weak vs. Strong

Let’s look at a before-and-after example:

🔻 Weak:

“Led cross-functional team to manage new product rollout.”

✅ Strong:

“Directed 30-person cross-functional team to launch a SaaS product that generated $12M in ARR within its first year—beating launch KPIs by 40% and expanding market share in EMEA by 12%.”

Notice the difference? The second example gives scale, action, results, and strategic value.

Don’t Confuse Confidence with Ego

Many executives are hesitant to “brag” on their resumes. But here’s the reality:

It’s not bragging. It’s branding.

You’re not just writing about what you did. You’re making the case for why you should be hired to lead again.

Remember: no one gets hired for being humble on paper. You can be a servant leader and still communicate your impact with clarity and power.

So… Would You Hire You?

If you’re even slightly unsure, it’s worth a second look. Or a rewrite.

A strong executive resume:

-Gets passed around internally

-Opens doors to hidden roles

-Gives recruiters something they can sell

-Reinforces your leadership brand across LinkedIn, bios, and interviews

💼 You’ve done the hard part—leading.
Now it’s time for your resume to reflect that.

Ready to Pass the Test? Let’s Make It Happen

We specialize in writing resumes that get executive candidates noticed—for the right reasons. If your resume doesn’t tell your story the way it should, let’s fix that.

✅ Branded.
✅ Executive-level.
✅ Designed to open doors you didn’t even know existed.

📩 Call now. 810-664-1933 or
send us an email at: clientcare@professionalresumeservices.com

7 Changes to Improve Your Executive Resume Today

Executive Resumes

Your executive resume is one of the most critical vehicles for conveying your leadership qualities, achievements, and strategic vision. It may be tempting to treat it as a sort of laundry list, touting job titles and their tasks, but really, it’s about showing impact, leadership potential, and success.

Executive resume writers (like my team) follow a set of guidelines to create an executive resume that demands attention.

The following are seven simple things you can do to turn your resume into a powerful personal marketing tool:

1) Highlight Achievements in Relationship to Return on Investment – ROI

Why It Matters: You are the driver of growth and profitability as an executive. Quite often, one of the key measures of your success will be your ability to improve ROI. Start thinking of what you can add to that and show how you offer it. Backing it up with accomplishments will help prove that.

How to Implement: Instead of listing responsibilities, show added value to the companies you have led. Use hard metrics, such as percentages and dollar amounts, to demonstrate impact. People love numbers. Make sure you have them listed on your resume.

Example: Instead of saying, “Oversaw sales department”, say, “Grew sales revenue 45% over three years to drive an incremental $5M in revenue.”

Pro Tip: Be specific. What exactly was improved-cutting costs, increasing efficiencies, launching new products? Quantifying your achievements gives the recruiter an idea of what you bring to the table.

2) Exude Executive Presence

Why It Matters:  My friend, Gina Riley, explained it perfectly at the NRWA conference recently.
Executive presence isn’t about looking the part; it’s about actually developing into leader-permeated confidence, authority, and strategic thinking. It also helps eliminate doubt about the job seeker’s candidacy.

How to Implement: Include language that emphasizes your role in setting strategic direction, making high-stakes decisions, and leading initiatives. Don’t forget to add soft skills and how you impact others.

Example:  “Led the strategy vision and execution of a $50M company transformation while securing stakeholder buy-in across five departments.”

Pro Tip:  If applying for a more executive-level position, use words like “executive strategy”, “visionary leadership”, and “transformational change”. This should be reflected on your presence in your LinkedIn profile.

3) Demonstrate Team Leadership and Development

Why It Matters: Being able to build and lead successful teams is, for many roles, a key component of being an effective executive. How you lead is just as important as the results you showcase.

How to Deliver: Emphasize how you impact team performance- through the development of better leaders, improved engagement, or greater retention.

Example: “Led a team of 100+, across three regions, to realize a 30% increase in employee engagement and a 15% reduction in turnover within two years.”

Pro Tip: If you’ve ever mentored future leaders or built leadership programs, be sure to include that here. It shows that you’re all about talent development and making sure that the organizations within which you work are going to grow and thrive.

4) Add Board Experience

Why It Matters: Board experience indicates a high level of trust, capability in governance, and strategic acumen. There needs to be a mix of hard skills, soft skills, operational expertise, financial skills, and vision.

How to Execute: Mention formal board roles held in a corporate, non-profit, or advisory capacity. Include specific contributions such as policy development, financial oversight, or strategic guidance.

Example: “Board Member, XYZ Corporation-led governance reforms that reduced compliance risks 20% and accelerated decision-making 25%.”

Pro Tip: Even if you haven’t had formal board experience, highlight your interactions with boards or advisory roles you have played. That could show that you are ready for board-level responsibility.

5) Use Executive Keywords Strategically

Why It Matters:  Keywords are important to pass through ATS systems and to the eyes of a recruiter or hiring manager. Your resume will have a higher ranking with the use of proper keywords at the executive level.

How to Implement:  Research job descriptions for the roles to which you’re applying and incorporate high-impact terms such as “P&L responsibility,” “strategic planning,” “mergers and acquisitions,” “growth strategy,” and “stakeholder management.”

Example:  If the job posting asks for experience with “organizational change,” make sure that your experience includes the precise phrase, such as: “.led organizational change initiatives that resulted in a 35% efficiency increase.”

Pro Tip: Tailor your resume to each opportunity with keywords specific to that role. You can also check out the most-used terms in similar roles’ LinkedIn profiles for ideas.

6) Include a Potent Executive Summary

Why It Matters: Your executive summary sets the tone for the rest of the resume. It has to, in capsule form, provide an overview of career achievements, core competencies, and your leadership philosophy.

How to Do This:  Stick to 3-4 sentences; highlight your most valuable accomplishments and strategic skills. It should reflect your career goals and value you will bring into an organization.

Example:  “Transformational executive leader with 15+ years of experience driving growth in Fortune 500 companies. Proven track record of increasing profitability by up to 50% through innovative product development and operational efficiencies.”

Pro Tip:  Do not use generic phrases and try to keep the fluffy adjectives to a minimum. Make the summary personalized, at the same time that it is compelling and relevant to what the company is seeking.

7) Emphasize Cross-Functional Collaboration

Why it’s a must: It’s quite common for modern business leaders to work across multiple company teams: finance, marketing, human resources, operations—the list goes on and on. By highlighting cross-functional collaboration and functioning, you’re demonstrating adaptability and an all-round appreciation of the enterprise in question.

How to achieve it: While trying to work out how to describe your experience, reflect on where you have been able to help others get something done. This may involve projects such as the development and launch of a new product with marketing and R&D teams or working with finance on budget development.

Example: “Partnered with marketing, sales, and finance teams in the launch of a new product, delivering first-year sales of $10M and a 20% increase in market share.”

Pro Tip: Action verbs include, but are not limited to, the words “collaborated,” “partnered,” and “coordinated,” which drive home the point of your contribution to teamwork.

Wrapping It Up

Improving your executive resume does not have to be an overhaul of sorts. Minor modifications can work wonders:
– Quantify the achievements of the job
– Create commanding executive presence
– Use keywords appropriately

You will come across as sturdy leadership material. Take these seven steps today, and watch your resume get a complete makeover, propelling your career upward.

Why Your Executive Resume Needs To Step Up Its Game This Year

Executive Resumes
Why Your Executive Resume Needs To Step Up It's Game This Year

It’s no secret the job market is a tough one for executives this year.

Strangely, in the U.S., our unemployment level is the lowest it’s been in decades, and there are more job openings (8.5 mm) than unemployed people (6.5 mm). The economy is doing well, and the risk of inflation is down. People are spending more, personal income has increased, and overall, our finances look favorable. According to the Bureau of Labor Statistics, Americans are earning 22% more than before the pandemic.

You’d think we’d be high-fiving each other. So, why does it feel so much harder to get a job? 

Turnover is decreasing

For one thing, employees are quitting less. Unlike the atmosphere after the pandemic when employees could have their job pick of the litter and quit at will, today’s employees are putting roots down and their focus is more on longevity. Job turnover is decreasing, and the number of open roles is decreasing as well. This makes the competition extra fierce.

Employers are more selective

There is also a longer hold time on hiring. According to Josh Bersin Research, the average time it took to hire someone rose from 40 days in 2019 to 44.5 in 2023. With cost-cutting measures in place, companies are more selective about who they hire. This means candidates go through many rounds of interviews before they are brought on board. I talked to one client who was on interview number 21—with the same company.

So, what should an executive job seeker do to set themselves apart from every other executive candidate looking at the same job?

Elevate your job search plan

The old way you searched for a job just won’t cut it anymore. Telling a few colleagues and then walking into the corner office or, at the very least, a larger-than-last-time cubicle isn’t as easy as it may have been in years past.

Now, you should have a strategic job search mapped out and should include:

  • A list of 10-15 companies you are interested in
  • A list of 20+ employees who work at those companies
  • An updated LinkedIn profile to reach out to the above employees from
  • At the ready content and intros to send to said new contacts
  • Allotted time to warm up those relationships until you are at the point where asking about open positions doesn’t seem spammy.

Why Your Executive Resume Needs To Step Up It's Game This Year

Take a good, hard look at your resume

When was the last time you looked at your resume with a critical eye? It’s not enough to just keep adding your newest role to the resume. Does your resume weave your career story throughout its content? Does it help the reader know where you started and how you got to where you are now?

Consider your steady progress through the years. Do you have your wins clearly listed, or are they buried in a list of non-important bullets?

Branding matters

When you look at your resume, specifically at the top, does your brand show up? Does it say what you do, or does it say something like “Executive Profile”?

The best executive resumes clearly state what you want to do at the top of your resume. Don’t make employers search the resume for your focus—because they won’t.

Strong strategic leaders should start their resumes with a branded headline.

Consider the following:

Human Resources Officer

Or

CHIEF HUMAN RESOURCES OFFICER … CHIEF HUMAN CAPITAL OFFICER

Leadership Capability | Transformation & Change Management | Culture Development | Value Creation | Inclusion & Equity | Data Analytics & Insights | M&A/Integration | Executive & Leadership Coaching

Not only will the second one grab the reader’s attention, but it also explains what they specialize in, what they’ve done, and what they are capable of doing.

Identify your value and showcase it at the top. You are a thought leader. Show what your expertise is in.

Metrics and numbers for the win

As a strategic leader, your executive resume needs to be rich with metrics and results. Think of the projects you worked on, the sales you generated, the growth you gained, etc. –and always have numbers ready.

  • What project did you work on? What were the results?
  • How many people did you lead? What were their successes?
  • How did you and your team cut costs and/or save money?
  • How did you increase sales, even during turbulent times? (Think metrics AND the background story if there is one. Those are the most interesting)

Examples of resume metrics may include:

  • Raised gross profit by 4%, directing increased services demand across a broad range of verticals, with the healthcare, commerce, and residential markets each posting double-digit same-location YOY growth.
  • Expanded locations while maintaining a 94% location retention rate.
  • Drove $456 million in sales annually and built a pipeline of long-term recurring business with high-profile customers, enhancing company’s value such that it captured the attention of Johnson Technologies, which merged with Jones in a multibillion-dollar take-private transaction in May 2024.

However, many of our clients worry that their stories might not contain the metrics and numbers they need. If that is the case, we recommend leading with contributions that drove change within the company.

Examples of non-metric accomplishments may include:

  • Played an integral role alongside the CRO in transforming the enterprise risk management function into a highly valued strategic partner, embedding risk management into the organizational culture and positioning it at the forefront of TMX’s strategic planning and decision-making
  • Assisted in rebuilding ABC from the ground up; analyzed existing operations and risk frameworks/practices to gauge organizational perception and identify opportunities to elevate and enhance ABC’s value to the enterprise.
  • Improved the board’s capacity for effective risk management decision-making by establishing the board risk committee, governance, and reporting model. 

 

Why Your Executive Resume Needs To Step Up It's Game This Year

Stepping Up Your Executive Resume This Year

In order for a company or recruiter to see the ROI they will get when they hire you, they have to see what you can do for them. That starts on your resume. Most won’t take the time to dig into your story if it isn’t compelling. This is why your executive resume needs to step up its game this year. The more enticing your resume looks, the better chance you have to win over the reader. 

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Tired of trying to DIY your resume or LI profile? Reach out. We’re happy to help!

Mastering and Adapting Your Resume to Market Trends

Executive ResumesResume Writing

In the ever-evolving job market, adapting your resume to reflect current trends is crucial. A well-crafted resume does more than list your skills and experiences; it positions you as an ideal candidate in the eyes of potential employers (the goal). This post will guide you on how to master and adapt your resume to stay competitive.

 

Understanding Market Trends

The first step in adapting your resume is understanding current market trends. Trends can vary by industry, but common elements include the increased importance of digital skills, a focus on soft skills like communication and adaptability, and the need for evidence-based accomplishments. Staying informed about these trends ensures that your resume resonates with what employers are currently looking for.

Analyzing Job Descriptions

To tailor your resume effectively, analyze job descriptions in your field. Identify keywords and phrases frequently used and incorporate them into your resume. This not only helps in passing through Applicant Tracking Systems (ATS) but also shows that you’re in tune with the language and priorities of your industry.

Adapting Your Resume

1. Highlighting Relevant Skills

Update your resume to highlight skills that are in demand. For instance, if digital proficiency is trending in your field, ensure your resume reflects your competence in relevant software or platforms. Relevancy is one of my pet peeves. If you don’t have the skills relevant to the job, you may not be a good fit. If you do have the skills needed, don’t just list them, back them up by demonstrating how you’ve used them effectively in past roles.

2. Showcasing Achievements

Rather than just listing your duties at previous jobs, focus on your achievements. Use specific examples and quantify your successes wherever possible.
– Did you increase sales by 30%?
– Did you lead a project that resulted in significant cost savings?
– How did you help your team overcome a certain hurdle?
These specifics make your contributions tangible and memorable.

3. Modernizing the Format

Gone are the days of one-size-fits-all resumes. Today’s resumes are more visual and concise. Use a clean, modern layout with bullet points for easy readability. Infographics and charts can be used sparingly to showcase key achievements. However, ensure that the design does not overpower the content.

4. Incorporating Soft Skills

Employers are increasingly valuing soft skills. Showcase your communication, leadership, and problem-solving abilities through concrete examples. Kennedy suggests using scenarios from your work experience where you demonstrated these skills effectively.

5. Customizing for the Role

Don’t forget to customize your resume for each application. This doesn’t mean rewriting it entirely, but rather tweaking it to highlight the most relevant experiences and skills for each job. When in doubt, check out the job description. You’ll find lots of little gems in there (keywords, descriptors, etc.).

Overcoming Challenges

Adapting your resume can be challenging, especially when transitioning industries or re-entering the job market after a gap. In such cases, focus on transferable skills and continuous learning. Highlight any courses, certifications, or volunteer work that demonstrate your commitment to staying relevant in your field.

The Role of Networking

Networking can significantly impact your job search. Engage with professionals in your industry through platforms like LinkedIn. Often, a strong network can provide insights into market trends and even lead to job opportunities that are not advertised publicly.

Continuous Learning

In a fast-changing job market, continuous learning is key. Stay updated with the latest trends and skills in your industry. Online courses, webinars, and professional workshops can be excellent resources for this. Every extra bit of learning helps. Add them!

In Conclusion…

Mastering and adapting your resume is an ongoing process. It involves staying informed about market trends, highlighting your most relevant skills and achievements, and continuously learning and networking. By following these guidelines, you can ensure that your resume will stand out in today’s competitive job market.

ATS or Hiring Manager–Who should I write my resume for?

Executive ResumesResume Writing

Does the thought of writing your resume leave you confused?

Not sure who will be reading this? An AI (ATS) or a human?

It can feel stressful to know what to write, who to write for (recruiters? hiring managers?), what keywords, etc., especially when you aren’t sure exactly what an applicant tracking system does.

I’ll explain it in a nutshell.

ATS (Applicant Tracking Systems) are software programs used by employers to filter and sort through resumes to find the most qualified candidates for a specific job.

ATS typically look for the following elements in a resume:

Keywords: ATS scan resumes for specific keywords and phrases that match the job description. These can include job titles, technical skills, certifications, and other relevant terms that demonstrate your qualifications and experience. What words do you notice over and over in the job description?

Formatting: ATS prefer resumes that are well-organized and easy to read. To ensure your resume is ATS-friendly, use a simple and consistent formatting style, including headings, bullet points, and white space. Columns don’t work here as ATS reads left to right (like a book)—it doesn’t stop at the column.

Relevant Work Experience: ATS look for candidates with experience that closely matches the requirements of the job. Make sure your resume highlights your most relevant work experience, including job titles, dates of employment, and key achievements.

Education and Training: ATS also look for candidates with the required education and training for the job. Make sure to include your degree(s), certifications, and any relevant coursework or training programs you’ve completed.

Applicant Information: ATS also scans for basic applicant information such as name, contact information, and location. Make sure to include this information in a clear and consistent format at the top of your resume.

Knowing which keywords to add is perplexing to some of the candidates I talk to.

One way to know if your resume has enough keywords for ATS is to carefully review the job description and compare it to your resume. Look for the specific skills, qualifications, and experience that the employer is seeking and make sure to include relevant keywords and phrases throughout your resume.

Here are some tips to ensure your resume has enough keywords for ATS:

Use exact phrases: Use exact phrases from the job description wherever possible. If the job description calls for “project management experience,” include that exact phrase in your resume instead of a similar phrase such as “managed projects.”

Use variations of keywords: Use variations of keywords and phrases throughout your resume to demonstrate your familiarity with the industry and the specific job requirements. For example, if the job description calls for “customer service skills,” also include related terms such as “client service” or “customer support.”

Include relevant industry jargon: If there are specific technical terms or jargon commonly used in the industry, make sure to include them in your resume. This helps to demonstrate your familiarity with the industry and the specific job requirements.

Don’t stuff your resume with irrelevant keywords: While it’s important to include relevant keywords and phrases, don’t stuff your resume with irrelevant keywords. This can make your resume look unnatural and may actually hurt your chances of passing through an ATS.

Test your resume: Some ATS offer a “resume optimization” feature that can analyze your resume and provide feedback on whether it contains enough keywords for the job. Alternatively, you can test your resume by submitting it to a free online resume scanner that checks for ATS compatibility.

Something to keep in mind is that even though it’s important to write a resume that works with ATS, it’s also important to write for people.

It’s equally important to ensure that your resume is readable and appealing to human recruiters as well as ATS. This means using clear, concise language, storytelling, and formatting that makes your qualifications and experience easy to understand. Your resume should also highlight your unique skills and accomplishments in a way that captures the recruiter’s attention and stands out from other candidates. It should tell your story.

To strike a balance between ATS and human readability, consider tailoring your resume for each specific job application. Start by reviewing the job description and identifying the key skills and qualifications that the employer is seeking. Then, incorporate those relevant keywords and phrases throughout your resume while also crafting a compelling narrative that showcases your experience and achievements.

Similar to ATS, hiring managers typically look for the following key elements in a resume:

Relevant Experience: Hiring managers want to see that you have relevant work experience that demonstrates your ability to perform the job duties required for the position. Highlight your most relevant work experience and quantify your accomplishments with specific achievements and results.

Skills and Qualifications: Highlight your skills and qualifications that are directly relevant to the job. Be specific and provide examples of how you have used these skills in previous roles.

Education and Certifications: Include your educational background and any certifications that are relevant to the position. This helps to demonstrate your qualifications and expertise in a particular area.

Achievements and Accomplishments: Use specific examples to demonstrate your achievements and accomplishments in previous roles. Quantify your results wherever possible to demonstrate the impact you have made in previous positions. Numbers, numbers, numbers. Add metrics when possible.

Relevant Keywords: While not as critical as with ATS, it’s still important to use relevant keywords and phrases from the job description. This helps to demonstrate your familiarity with the industry and the specific requirements of the position.

Clarity and Readability: Hiring managers want to be able to quickly and easily scan your resume for the information they need. Use a clear and consistent formatting style, including headings and bullet points, to make your resume easy to read and understand. Keep the important info on page one—the top half of the page.

In summary, hiring managers look for a combination of relevant experience, skills and qualifications, education and certifications, achievements and accomplishments, relevant keywords, and clarity and readability in a resume. ATS seeks these things as well.

The job description offers a treasure trove of keywords and helps make the writing process so much easier. If you’ve done those same skills list them. Both the hiring manager and ATS will be seeking them out.