A "C" level search engagement requires steadfast expertise, industry comprehension, and a firm that truly recognizes what makes high-level transition happen." John H. Seraichyk circa 1997, Founder Browning Associates. We have worked with thousands of executives who have engaged our services to help facilitate their senior-level career transition.
Whether employed or unemployed, the difficulty and obstacles for an executive seeking change are countless, and the higher the position, the greater the challenge. A career change at the senior level requires a steadfast action plan and a calculated patient approach. You need to be highly aggressive while maintaining the confidentiality of your employment information. Imagine trying to market yourself to the masses while simultaneously having to make sure that nobody finds out! It's a bit of an oxymoron, but for an employed executive, confidentiality is paramount.
According to the U.S. Bureau of Labor Statistics, less than 5.7% of the workforce population earns in excess of 200k annually. Furthermore, the report revealed that less than 20% of all professional and executive jobs offering an annual compensation of 100k + are advertised. The Bureau's report clearly articulates that if you are a senior executive, you are a minority and available career positions are extremely difficult to attain.
Our strategy is designed to navigate the modern job market, equipping executives with the necessary tools to open doors and create their next opportunity. You need to implement a strategic search plan that will enable you to market your credentials to the appropriate individuals.
Your Résumé: To be or not to be?
There is a great deal of controversy surrounding executive résumés. Here is the reality. Believe it or not, we do not use a résumé as a method of introduction for most of our senior-level clients. The HR department solely uses a résumé as a screening device. If yours is not in perfect alignment, you may be hitting the "No" pile when you might have indeed
had the ideal credentials for the position, but they were presented improperly. Another pitfall is it may devalue your brand, or worse, it may cause an unwanted breach of your confidentiality. At the executive level, we have learned less is more. First, you need to step back, identify the proper hiring authorities and then craft an alternative strategic method of formal introduction. Once you have become familiar with the company and hiring committee's needs, you can tailor your credentials to highlight and align with the opening.
