By Jeff Altman, Big Game Hunter
“Excellence is doing an ordinary thing in an extraordinary way.” —— Booker T. Washington
I put these together instead of on Sunday morning like I usually do to avoid risking a power outage from the upcoming ice and snow storm. The problem usually isn’t near me, but is south of us causing power outages. My wife was on retreat, so I hunkered down and waited to see what would happen.
Stop applying for jobs. Start offering solutions.
The “40-year sprint” to retirement is over. Instead there is a 60-year career marathon in which skills are commodified and the “senior” title is a goal, not a shield. If you’re a mid-career professional who relies on “job board porn”—the dopamine rush you get after clicking “Easy Apply,” only to be ghosted by an AI robot—then you’re on a morale suicide mission. Even in senior positions, the idea that a degree or title can serve as armor is a dangerous myth. In the age of AI, CFOs are constantly weighing “fully covered labor costs” against younger, cheaper, AI-driven alternatives.
In ONLYNESS: A No-BS Handbook for the Age of Artificial Intelligence, I reveal why the most successful professionals in the age of automation stopped acting like employees and started operating as “one-person companies.”
This is not a book about artificial intelligence; This is a liberating strategy for your career. You’ll learn how to:
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Audit your “incremental economics”: a ledger that translates decades of “performance” into a hard ROI that makes it mathematically impossible to fire you.
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Weaponize your LinkedIn: Transform from a digital filing cabinet into an authoritative distribution channel that attracts “buyers” while you sleep.
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Flip the interview script: Stop begging for permission and start giving “intelligence briefings” that position you as a peer and advisor.
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Build a “network of trust”: Stop trading the network and create a community of “nodes” who are professionally invested in your success.
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Monetize your intelligence: Move to a fractional and consulting model where you get paid based on your judgment rather than your time worked.
The market doesn’t pay for effort; it pays for uniqueness. Whether you’re aiming for a C-suite role or your next highly profitable consulting assignment, this book is your roadmap to complete career sovereignty.
The marathon has begun. Are you following a 20th century roadmap, or are you ready to declare your uniqueness?
The link with the title will take you to Amazon where it is available for Kindle and as an audiobook.
It is also available in PDF version
Individual Contributor vs. Executive Bios: What’s Changing and Why
By Jeff Altman, Big Game Hunter
You can tell in seconds whether a resume belongs to a leader or a doer. The difference is not in format, design or length, but in strategy. Most people who get promoted to senior positions don’t update their approach think About resume. They still write like they are applying for a job rather than leading a company.
If your resume reads like a career chronology rather than a business case, it will hold you back. Here are the fundamental differences between executive resumes and resumes written for individual contributors, and why these distinctions are more important than ever at the VP and C-suite levels.
1. Focus: From mission to transformation
Individual contributor resumes following that person’s content did——The project is completed, the indicators are achieved, and the system is managed. Employers are recruiting for skills and execution.
In contrast, executive resumes focus on why this is important. It emphasizes strategic impact: how decisions shape results, how leadership drives growth, or how executives guide teams through significant change.
For example, an individual contributor might write:
“Implemented new CRM system and trained 20 team members.”
The executive version redefines this achievement:
“Advocate for enterprise CRM adoption, improve pipeline visibility and improve forecast accuracy by 30%, enabling the organization’s $50 million growth plan.”
executive presentation Impact on enterprise level– Not just at the department level.
2. Audience: Recruiters vs. Boards of Directors and Decision Makers
At the individual level, resumes are screened by ATS software or junior recruiters comparing keywords. It’s about matching skills to job specifications.
The audiences for executive resumes are very different. This book will be read by decision makers (CEOs, board members, investors) who care about vision, growth potential, and leadership style. They want to know how you think, influence and deliver results through others, not what tools you have at your disposal.
That’s why a good executive resume reads more like a business narrative than a job application.
3. Structure: simple, strength over details
Individual contributor resumes often rely on a large number of work entries. Executives must do the opposite. Dense details obscure your message.
A well-crafted executive resume has a clear structure: a compelling summary of leadership, highlights of key accomplishments, and a concise career description. Each section earns its own space and enhances its authority. Simplicity signals confidence.
4. Indicators: from “how many” to “how big”
Individual contributors use metrics to demonstrate performance—booking meetings, managing clients, saving on budget.
Executives use scale to demonstrate corporate impact—revenue impact, geographic expansion, workforce management or shareholder value creation. it is not How busy you are; it is how big Your results are.
5. Voice: Tactical Executioner vs. Strategic Leader
At the contribution level, verbs like “develop” or “support” indicate achievement. Executives must sharpen their language skills with verbs like “lead,” “orchestrate,” “transform” and “driving.”
The content of your resume should match your altitude. you are no longer that person doing Work – you are the one Make it possible.
6. Personal Brand: From Competence to Credibility
For individual contributors, a resume demonstrates competency. For executives, it is necessary to establish Credibility. It reflects the ability to influence, make decisions and shape direction.
An executive summary or leadership brand statement distills your value proposition—what the organization gains by hiring you. Think of it as positioning, not just introduction.
final thoughts
When you enter the executive realm, your resume is no longer a project list but a strategic marketing tool.
If it doesn’t reflect the height of your leadership, then it’s not just incomplete; It’s misplaced. Senior hiring decisions do not depend on what did you dobut in what do you think.
Your resume should tell this story clearly, confidently, and without any fluff.
Ⓒ Big Game Hunters, Asheville, NC 2026
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Please visit www.TheBigGameHunter.us/schedule to schedule a free discovery call with me to discuss my guidance for you during your job search and beyond.
Subscribe to No BS Job Search Advice Radio on Spotify, Apple Podcasts, or wherever you listen or watch podcasts. I’ll be posting new episodes every Monday, Wednesday, and Thursday.
#BeGreat
Jeff Altman, MSW, CCTC
People around the world hire me to provide no-nonsense job coaching, career guidance, and career advice because I make the job search easier | I help executives log in when others can’t
