How to Get a Board Role: Retained Executive Recruiters Share LinkedIn Tips

Are you looking for a board role? Good News: Chances are, a retained executive recruiter is looking for you, too.

Over the years, our team has helped hundreds of C-suite executives use LinkedIn to reach their goals faster. And many of those execs desired — and acquired — a board of directors role.

But I wondered, were we pro-LinkedIn simply because we work deep in the platform and regularly see its power? What do retained executive recruiters — professionals whose mission is finding the right executive for each board role — think of LinkedIn?

So, I asked them!

Shawn Cole , Doug Razzano , and Severin Sorensen , all seasoned retained executive recruiters, shared their experience and advice for senior execs who want to join a board of directors.

LinkedIn Is a Go-To Resource for Recruiters

All three confirmed they, like other recruiters, use LinkedIn to find and vet candidates. At the same time, they noted that a profile must tell a rich, compelling story at first glance.

“When I’m on your LinkedIn profile, in five seconds, I know if I’m going to reach out or pass,” Doug said. Shawn agreed, “I’m only going to spend about three seconds on a profile.”

Shawn and his team use LinkedIn’s Recruiter version to find candidates when a client organization engages them to find a specific skill set. Execs who aren’t on LinkedIn or have incomplete profiles can only be found by old-fashioned methods, like referrals.

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Build a Standout Profile

Knowing a rich LinkedIn profile is essential for anyone seeking a board of directors role, we asked these experts what they want to see.

“The single most important part of your profile is your impact statement,” Doug said. That’s how he refers to the profile headline (right below your name). He offered two examples of powerful headline elements:

• For a CRO, “grew the company by 5x”
• For a CPO, “built and delivered a $200 million product line”

He added, “Companies are hiring to fill a gap of capability or execution. You need to show what value you bring to a business.”

Severin agreed, “If you want to be on a board, you have to demonstrate how you're more than a golf buddy to somebody. You have to demonstrate your high value. For example, a company that just did $100 million wants to grow to be a billion. They are searching for people who have taken a company from several hundred million to a billion.”

He added, “A board often is looking for people who have specific backgrounds that would help them. For example, a colleague of mine recently became the youngest member of a board of directors. He is a technologist and was in the top 100 of the Inc. 500 Fastest-Growing Companies. He has an engineering background and understands the mathematics. They wanted a younger person, but also someone who could drive technology, had vision, and had this kind of history. He had something they needed, and he also had that marquee capability of having demonstrated in one area.”

Shawn said his team looks at the expected profile sections — a candidate’s current role, past roles, industry, company size, responsibilities, etc. He noted that if someone doesn’t have a rich profile or doesn’t use skills and keywords, it takes extra effort to find them. His team may be able to identify people by title and make educated guesses about their background based on what the company has been going through, but the candidate’s chance to get an offer dwindles.

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Showcase Your Unique Value

While they may only spend a few seconds with a profile, these experts know exactly what they are looking for.

Shawn likes to see a well-built-out page, concise and objective. “Bullet points with facts are better than long or rambling text.” A concise profile shows him you are well-grounded and will shoot straight with him. He adds, an overly salesy profile says you might be a liar.

Doug said your profile should answer the questions: What is the most impactful project you ever worked on? How did you do that? He said, “Be good at storytelling and tell the story of your greatest accomplishment.”

He added, “Companies are looking for doers, builders, and fixers. There are relatively few people who can diagnose a problem, ideate a solution, and manage the cure. It requires critical thinking. You want to show that you are one of the people who can do that.”

Severin agreed, “You need to communicate your journey. What have you done? Where can you take people? Because as a board member, you're like a sherpa. You need to tell a board, ‘I'm going to help you get up the mountain. I'm not going to do the mountain for you, but I'm going to help you get up the mountain. Here's what you need to know to cross those paths and make it.’ You've got to be the right person for the right time.”

Shawn noted that he also evaluates a candidate’s fit with a board’s culture. For example, they worked on an opportunity with a very conservative and highly structured board, and they found several candidates who were qualified but did not fit this board’s ethos.

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Refine — Profile Dos & Don’ts

• DO add any current or previous board member roles to your profile. Be sure to keep the information up to date and to include the committee(s) on which you have served.
• DON’T post anything inappropriate on any social media platform. Retained executive recruiters conduct a social media analysis of every candidate.
• DO show your personality, passion, and preferences, but be professional. Know your audience and their preferences, too. Shawn said, “If you have Klingon in your language section, we aren’t going to reach out to you about board opportunities in construction in the Midwest. However, it might be a plus if they need a CTO.”
• DON’T overwork your profile, so you look fake or like you are trying too hard. As a standard, Shawn suggested reviewing your profile with this question, “Are you a professional LinkedIn executive or a professional in your industry?”

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Work with a Retained Executive Recruiter

What about connecting with a retained executive recruiter when you’re looking for a board of directors position?

Shawn said, “It’s fine to reach out, connect, and upload your resume on our website. But don’t be a stalker. If you are a fit, we’ll find you.” He adds, “If you are in a niche industry and find a successful retained search recruiter, it’s fine to build a relationship — but don’t pester them.”

He added, “Most recruiters go for the low-hanging fruit, that is, the people they can find and the people who have “open to work” clicked on their profile. You can say you are looking for a board seat.” [Note: You don’t need to have the “open to work” frame visible to the public. You can choose to restrict visibility to people using the Recruiter version of LinkedIn.]

Lastly, Shawn said, when a recruiter contacts you, respond! “Even if the answer is no. Ideally, don’t just say no, instead say ‘but please do contact me when you have [describe what you want].’” For example, one candidate told Shawn’s team, “This role is a good fit, but I’m making twice that now.” With this intelligence, the recruiter now knows what he wants and can go back to him when they have a position that’s a fit.

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Leverage LinkedIn to Find the Right Board Role

Leveraging LinkedIn effectively is essential for senior executives aiming for a board role. As wisdom from Doug, Shawn, and Severin shows, a compelling profile that clearly demonstrates your value and achievements can significantly enhance your chances of being noticed and selected.

Our team of LinkedIn experts is here to help you optimize your profile and strategy. Whether you need assistance in crafting a powerful headline, showcasing your impact, or understanding the nuances of engaging with recruiters, we have the experience to guide you.

Take the next step toward attaining your board role. Reach out to me on LinkedIn or book an appointment. Let us help you make LinkedIn work for you and unlock new opportunities.

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Read more about using LinkedIn to get a board role:

• Want to Land a Board Role? Use LinkedIn & ChatGPT
• How to Land a Paid Board Position
• Next Step in Your Career: Position Yourself for a Board

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