How to accelerate your access to the best c-suite and board roles available

As an executive recruitment consultant with over 20 years’ experience (14 years running my own company), I have recruited well over 2,000 senior executive and board roles for my clients.  I’ve worked across almost all role families, all industries (including government and not-for profits) and throughout all of Australia and internationally.

As a result, I probably get between 15 and 30 enquiries a week from people wanting advice on how to get c-suite (CEO, CFO, COO etc.) and board roles. I wrote a book, “Uncover the Hidden Job Market”, I host monthly webinars dealing with this topic, plus I have coached hundreds of senior executives and board directors through their job search.

Here’s a few key points that will help you fast track your career to the roles you would truly love to have.

1. Do your current job REALLY well
   It should go without saying that in order to be promoted or be hired into a more senior role in the open market, you need to be really good at your job.  Sure, you can try to “fake it ‘til you make it”, however my experience is that people who do this get found out pretty quickly.

   Ask your boss the question, “For you to be absolutely delighted with my performance, what do I need to achieve for you in the next 3, 6 and 12 months?”  Drill down and quantify these expectations as much as possible, and then go out and achieve it.  Of course, if your boss is a Machiavellian narcissist, then it’s probably time to leave regardless.

   Nothing will accelerate your career more than being excellent at your job.

2. Build your networks
   The vast majority of c-suite and board roles never get advertised, never get to recruiters, and never get to the open market.  They are filled through the hidden job market.  What does this mean?  When organisations find someone that can solve their problems and take away their pain, they hire them, even if there is no current vacancy.

   Even if there is a current vacancy, why would an organisation want to go through a protracted, expensive recruitment process, if they can just hire you directly and get on with business.  Makes sense, right?

   So in order for you to access the hidden job market (c-suite or board), you need to have a direct relationship with your employers of choice (which can also include the CEO and Chair of your current employer). You need to “sell” them on your key achievements and transferable skills (see point one above).  You need to remain front of mind, so that when the vacancy becomes available, you are the logical first choice.

   Fortunately, LinkedIn has made this process easy.  Firstly, identify your employer/s of choice.  Then identify the key decision maker (i.e. the Chair and/or CEO).  Reach out to them with a connection request and then follow up with an email asking for a 15-minute introductory meeting.  Do this consistently and proactively and you will easily find a new job/board role when the time is right.

   You should also do this with key “People of Influence” in your industry.  Who are the thought leaders who regularly speak at industry events or write about industry specific topics?  Reach out to them to introduce yourself as well.  These people are regularly asked for referrals for vacancies, and you want to be top of mind.

3. Your LinkedIn profile
   Like it or not, nowadays everyone you are interacting with on a professional level is looking at your LinkedIn profile.  Recruiters, employers, potential employees, suppliers, customers…. The list goes on.  So your LinkedIn profile must present you in the best possible light.  It must tell us why you are AWESOME.

   Make sure you include in your career history those key achievements that you are most proud of and are quantified to make sure you stand out from the crowd.  “Increased revenue by x percent”, “increased market share by y percent”, “reduced operating costs by z percent”, etc.  Big, sexy key achievements.  You need to “sell the sizzle, not the steak”.

   Have a great quality headshot, have at least 500 connections (so that you are visible), include your qualifications and ideally have at least a few Recommendations (personal testimonials at the bottom of your profile).  It’s not hard to create a LinkedIn profile that stands out from the crowd.

4. Develop long-term relationships with executive recruiters
   Identify who are the key recruiters handling c-suite and board roles in your industry/geography.  Take the time to build an excellent relationship with them.  Buy them a coffee every six months.  You want them to know what you want and what you are excellent at, so they can give you priority consideration when they pick up new, relevant roles.  Look for ways to reciprocate by referring them quality candidates and introductions.

Doing these simple things will best ensure that when the time is right, you will be well positioned to achieve the c-suite or board role that you are best qualified and deserved of.  Good luck with your job search.

Written by Richard Triggs.
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