Executive Job Search: The Intangible Market

By Jeff Altman, Big Game Hunter

EP 3081 If you’re a senior leader working on your next big move, forget hiring committees—this strategy is “just wrong” for C-suite positions. This episode reveals the real playbook: how to fill executive roles in your company “Invisible Trust Economy”. This marketplace operates entirely behind the scenes, powered by relationships, private conversations, and introductions based on reputation and enthusiasm. pre-existing credibility. The key to entering this market requires a fundamental shift in thinking. You have to stop thinking of yourself as a candidate looking for a job and start acting like one peers Or explore opportunities and provide value equally. Learn about specific, strategic ways to reach out: Re-engage with trusted contacts (former bosses, board members, colleagues) and use the powerful phrase, “I’ll value your perspective as I think about my next chapter.” By talking about valuing their wisdom, you can foster genuine reconnection and opportunities will naturally follow, opening up invisible markets.

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Okay, let’s get started. If you’re a senior leader looking for your next big move, you might be thinking about polishing up your resume, right? A big crackdown on job boards. But what if I told you, with regard to C-suite positions, this whole strategy, this is completely wrong. Today, we’re revealing the real secrets to executive job hunting. This is indeed a cruel fact. You know, for roles like CEO, CFO, or COO, the way to get there is not through a digital application queue. No, it’s a completely different game, and one won in a place that most job seekers (well, they’ve never even seen). So, let’s address this execution application myth directly. You see, at this level, companies are doing more than just scanning for keywords and skills. They seek trust, reputation and proven leadership. When you click the “Apply” button, you become a giant pile of resumes.

When what you really need is to be seen as a solution to a big problem. So, if these positions aren’t being filled on the big job sites, where are they? Well, they’re filled with what we call the invisible trust economy. Now, this is not a place you can go. It is actually a network of relationships and credibility that is established long before the job is posted publicly. Yes. The real market for top talent. It works entirely behind the scenes. You know, it’s not run by an algorithm. It is powered by relationships. We’re talking conversations between colleagues, personal emails that completely bypass HR, and that all-important warm introduction from a trusted contact. This is where the real decisions are made. And this invisible trust economy, it runs on a single currency, which is pre-existing reputation. Think about it. Boards of directors are not going to hire the next CEO through a cold application found online. never.

They’ll turn to their network and ask, “Who do you trust? Who has solved this problem before?” Your whole goal is to be the name that comes up in the conversation. OK? Therefore, to operate successfully in the current economy, you must fundamentally shift your mindset. You have to stop thinking of yourself as a candidate looking for a job. You need to start acting like a peer, an equal, someone who is exploring opportunities and providing value. This is the absolute key to unlocking everything. Okay, let’s break it down because this is pretty critical. The candidate’s mindset is to ask for help, right? It read: “Can you help me find a job?” This immediately put the other person in an awkward position. But the mentality of peers is completely different. What it says is, “Hey, I’m exploring my next chapter and I really value your perspective.” See the difference? A man asks for help.

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Another person starts a strategic conversation between equals. You’re not looking for clues. You’re building credibility and truly creating your own opportunities. That’s the point. Every interaction you have is an opportunity to build. You are not asking for a handout. You are a strategic partner that is demonstrating its value. What you do is build visibility in the right circles and lay the groundwork for your next big role, one conversation at a time. OK So, you get the concept. You have this mentality. So, what’s the first thing you actually do? It’s time to strategically re-engage your network. It all starts here. Not with a stranger, not with a recruiter you’ve never met, but with someone who already knows you, already respects you, and can vouch for your work and your values. You’ll be instantly returned to the original source of your professional trust. So, who are these people we are talking about?

Well, it could be your former boss who observed your leadership up close, board members who understand high-level strategy, or even your former direct reports. They can talk about your management style. Think about the vendors you’ve worked with, your peers. These are dormant relationships that hold huge potential. All because this trust is deeply ingrained. And the outreach itself is actually pretty simple. You wouldn’t send a long formal email with a resume attached. Please don’t do this. You are building real relationships. Start by remembering the time you spent together. You know, a shared project or a fond memory. Then you use the keyword: “I will value your perspective when I think about the next chapter.” That’s respect. It’s peer-to-peer. It just opens the door for real conversation. This really gets to the core idea of ​​the whole thing. By asking for their perspective, you can understand their perspective.

You value their wisdom and experience. It immediately ceases to be a transaction and becomes a true reconnection. This is even more powerful. That’s the magic of this approach. When you focus on authentically reconnecting with people, you don’t even have to ask for job leads. marvelous. People naturally start to connect the dots in their minds. They’ll start thinking, you know who would be the best fit for the open position at Company X. Opportunities will start to arise as a natural by-product of building your network the right way. Well, let me leave this to you. This isn’t just some interesting information. This is a call to action. Now, as you listen to this, I want you to think about, who is this? Who is that former boss, that one trusted colleague, that one board member who already knows your value? That person, that person, is your starting point. This is the first step to open the hidden market. To make that connection.

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