By Jeff Altman, Big Game Hunter
You are a high-performing executive. You’ve led a team, transformed the company, and driven significant revenue. You know you’re good. So why does this job search feel like shouting into the void?
This is the harsh truth: Executives don’t fight to be hired; they fight to get hired seen.
At the director level and below, you can often brute force your way into a new job. At the C-suite and VP levels, this strategy ultimately failed miserably. These roles are not filled through an application portal; they are filled through targeted sourcing and trusted recommendations. If your lead flow has dried up, it’s not because you lack ability. That’s because your positioning is weak. Do you want to turn around your leadership process and get the role you’re truly suited for? You need to make these five tactical shifts. No BS.
1. Identify your leadership brand. You need clarity.
This is the fastest path to irrelevance: being vague about what you’re going to do deliver. I see senior leaders make this mistake all the time. You have to nail that. Your value story must be communicated immediately and clearly. We’re not talking about meaningless buzzwords; We’re talking about quantifiable impact.
be ready to express your scope (How big is the department? What is the budget?), Influence (What have you fundamentally changed?), scale (Global operations? Multi-site footprint? Customer volume?), and most importantly, result (Profit and loss improvement, successful turnaround, market share increase).
When board members, VCs, or executive recruiters view your profile or hear your story, they need to position you right away: “She’s the leading transformation expert in mid-market SaaS.” Or, “He’s someone who has successfully scaled a global manufacturing operation.” Ambiguity is the No. 1 killer. If they have to guess what you are best at, they will always default to the candidate with a very clear value proposition. Stop acting like a jack of all trades; start establishing yourself as the specific answer to an expensive and painful problem.
2. Deepen your network – focus on the VP and board level.
You should already know this, but most executives still approach network issues like they’re handing out business cards at a small-town blender. They collect contacts but don’t cultivate real connections. The best executive opportunities—the truly confidential, lucrative searches—come almost entirely through warm introductions. You must first consider those who truly influence hiring decisions: current CEOs, board members, and influential VPs who are often recommended.
At this level, the network is first and foremost about providing value. Share proprietary market insights. Connect them with useful people around you. To work deliberately is to find people more than Your current pay grade and interact with them thoughtfully. Don’t wait until you’re desperate to send an awkward LinkedIn message. Schedule a brief call not to find a job, but to discuss changes in the industry. When the right task lands on their desk, you want them to immediately think: “I know exactly who they need. This is [Your Name]”.
3. Publish thought leadership weekly.
You need to establish and command presence. In this digital environment, presence is created by consistent, decisive content. If you want to be seen as a leader, you need to lead industry discussions. Stop wasting time resharing other people’s articles and start writing your own.
Your thought leadership must be rooted in implementperiod. Don’t write 500 words on “The Future of Artificial Intelligence.” Write 500 words detailing “I leveraged three operating levers to integrate artificial intelligence into our supply chain and cut costs by 15%.” People hire executives because of their abilities Do Work, not just talk dogmatically about it. Posting weekly ensures you remain visible to key decision-makers’ feedback and provides them with an ongoing review of your intelligence and expertise before any formal interview process begins. If you are quiet, you will be forgotten. It’s that simple.
4. Interact with executive recruiters—the right way.
Recruiters are a non-negotiable part of this ecosystem, but you have to treat them as professional resources rather than magical wish-granters. Ditch the generic resume blast. Instead, send them concise, achievement-oriented updates to keep your name at the top of their search stack.
Target 10 to 15 companies that specialize in your specific function and industry. Contact the partner or vice president responsible for these practices. Your update should be brief—three to five bullet points at most—and focus only on recent, measurable wins: new funding secured, a successful merger, a new channel to market established. The goal is not necessarily to get a call today;The goal is to be the most memorable name when a confidential assignment that perfectly matches your brand (remember tip #1?) lands on their desk next month. Make their job easy and they’ll remember you.
5. Maintain visibility in key industry circles.
In executive searches, proximity translates directly into opportunity. You must be present for high-level discussions and final decisions. That means showing up and being a positive voice at key industry conferences, exclusive roundtables and major panel discussions.
Stop hiding behind your monitor. When you attend these events, don’t just take up space. Volunteer to host a meeting, speak on a panel, or host a small, invitation-only dinner with a key influencer. The executives who show up and participate are the ones who get the opportunity. CEOs or board members of potential employers don’t scroll through your old LinkedIn posts; they remember the compelling and insightful points you made during Q&A sessions. The body needs to be present and the mind needs to be sharp.
Your executive job search is not a passive process; This is a highly targeted, high-stakes marketing campaign aimed at one person: you. Stop scrambling to be seen and start seeking attention. Be clear, think through, act.
Ⓒ Big Game Hunters, Asheville, NC 2025
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About Big Game Hunter Jeff Altman
People hire “Big Game Hunter” Jeff Altman to provide no-nonsense job coaching and career advice around the world because he excels at job hunting And get ahead in your career more easily.
38 Deadly Interview Mistakes to Avoid
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Schedule a discovery call to discuss one-on-one or group coaching with me during your job search: www.TheBigGameHunter.us.
Common interview mistakes many executives make (and how to fix them)
He is the host of “No BS Job Search Advice Radio,” the #1 job search podcast on iTunes with over 3,000 episodes over 13 years.
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