By Jeff Altman, Big Game Hunter
The EP 3095 C-suite search is different than when you are less experienced.
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Okay, let’s get started. If you’re in C-suite, your next big career move won’t be on some job boards. This is not the case.
You need a completely different playbook. Today, we’re going to break down the specific strategies you need to master. How to deal with elite headhunters who honestly hold the keys to the kingdom.
So you’re definitely on top of the game, but you’re thinking about what’s going to happen next. That’s the challenge, right? At this altitude, the air is very thin. Finding the perfect opportunity is a very complex and recurring process.
It’s not about applying for a job, it’s about being discovered and known by the right people at the right time. See, this is the basic fact that you have to understand first. Old ways can get you here, but they won’t get you to the next step.
Executive transition requires a very focused and strategic approach. So forget about quantity, forget about casting a wide net. From now on, the key to success is precision, relationships, and truly understanding the situation.
Okay, so to actually execute this strategy, you first have to know which players are on the field. Because the main insight here is crystal clear. Not all recruiters are created equal.
In fact, to executives, they are indeed two completely different universes. Knowing which one to stay in, well, that’s everything. This slide, right here, breaks down the entire game.
On the one hand, you have emergency companies. They only get paid if they perform a role. They usually compete with many other companies to do this.
This is a batch game, mainly for non-execution work. But then, you keep the company. Companies pay them hefty fees (retainer fees) up front to exclusively search for top executives.
They serve as trusted advisors to the board and CEO. Do you see the difference? One is basically transactional, the other is deeply strategic. So that’s the absolute bottom line.
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As an executive, your time, your attention, all of your energy, must be dedicated to the retained search world. period. These companies are the only ones that can fill the senior leadership role you really want.
Any time you spend elsewhere distracts your attention. Now that we know who we need to talk to, let’s create a plan of action. The next phase is focused on creating a super focused list of goals.
Again, it’s about surgical precision, not just spraying your profile to every recruiter you can find on LinkedIn. This number is right here, it’s your North Star. Your entire outreach strategy will be built around a carefully selected list of 10 to 15 companies.
Now you may be thinking, why so few? Well, because it forces you to do your homework. It forces you to be selective and focus your valuable time only on the truly strong businesses in your particular corner of the world. You know, you’re not just imagining these 10 or 15 names.
The key is to identify the real experts. You’re looking for a senior partner in a firm with a deep, proven track record, not just in your industry (like technology or healthcare), but also in your specific functional area (whether you’re a CFO, CTO, or head of sales). Okay, you’ve got your list.
It’s curated, targeted and just perfect. Now comes the crucial part, making the connection. How you actually interact with these senior partners will actually determine whether you build a strong relationship or simply get ignored.
You basically have two paths forward here. The first path, by far the most effective, is to get a warm introduction through your existing network. The second avenue is carefully planned direct outreach.
We’ll make path one an absolute priority, but we’ll have path two in our back pocket just in case. That’s why your network is your most valuable professional asset. An introduction from a trusted contact, maybe a former colleague, a board member you know, a mentor, it instantly lifts you above all the noise.
It simply bypasses the clutter and gives you instant trust from your senior partners, who may receive hundreds of cold emails every day. So whether your connection is through a warm introduction or indirect, the first message is a test. You really only have one chance to make a first impression, and you have to take it.
There are very clear rules of engagement here. Your outreach must be about three things. First, it must be short and respectful of their time.
These people are busy. Second, it needs to briefly describe your background. Think of your highlights, not your life story.
Third, clear forward-looking statements about where you want to go next. This shows them that you are strategic and know what you want. Now on to the biggest mistake many executives make.
The source material is very clear on this. Whatever you do, don’t just attach your resume to an email and hit send. This is what the industry calls a resume dump.
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Why is it so bad? Well, think about what signal it sends. It screams that you haven’t done your homework, you’ve just blasted your information to anyone and everyone. It is transactional, not strategic, and the results are entirely predictable.
It’s a complete waste of your time, a waste of their time, and your email will go straight to the delete folder. Okay, we’ve covered environment, strategy, and execution. Let’s distill all of this into a simple yet powerful playbook that you can put into practice as soon as this is all over.
That’s your four-step playbook for C-suite executives. First, ignore all the noise and focus only on retained search firms. Second, build a precise, targeted list of 10 to 15 experts who are relevant to your world.
Third, and this is the most important thing, always, always prioritize getting warm introductions through your network. Finally, number four, when you reach out, make sure the message is concise, strategic, and never a resume dump. You know, the whole strategy really depends on two things: relationships and credibility.
This leads to the final and perhaps most critical question you should ask yourself now. Is your network strong enough and ready to serve you when it’s time to make an introduction? Because preparation for your next big move starts today.
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About Big Game Hunter Jeff Altman
People hire “Big Game Hunter” Jeff Altman to provide no-nonsense career advice around the world because he makes so many things in people’s careers easier. Those ones Matters may involve job search, recruiting more effectively, managing and leading better, career transition, and advice on solving workplace problems.
He is the producer and former host of “No BS Job Search Advice Radio,” the #1 job search podcast on iTunes with over 3,000 episodes.
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