Maybe the remote job you want is not posted anywhere

“Maybe you should stop searching for remote jobs”. This is what I told one of my career coaching clients when we started our last call. A few days ago, she wrote me an email stating that her main issue in her remote job search was finding positions that offered a salary at least similar to what she was currently receiving.

To give you some more context, this client holds a Director position in an industry well-known for paying very high salaries. As she described it,

she has “golden handcuffs” now because her salary and benefits are on the higher end of the market, making it challenging to find remote jobs that can offer at least a similar salary.         

And she was not happy about it.

I can imagine that some people reading this article would die to be in her situation, and they might even forget about the idea of landing a remote job to keep her generous salary. But her approach to this situation was very different.

Despite loving her job and, of course, the salary and benefits she was getting, having flexibility and being able to work from anywhere is a priority for her.        

What we want at different stages of our careers probably will change over the years. In the early stages, what you value and care about can be very different from what you focus on after 20 or more years of experience. Some things that were very appealing to you in the past may lose importance now because you are a different person, and what matters more to you has also changed.

Now, back to my client’s specific case (which I realize is very similar to other clients in Director or C-level positions looking for remote jobs).?

Let me explain why I told her that maybe she should stop searching for remote jobs:

Confidentiality: Many companies prefer to keep high-level roles confidential to avoid attracting unnecessary attention or revealing sensitive information about potential restructuring or changes in leadership.

Network and referrals: Executive search firms and recruiters often rely on their networks and referrals to find suitable candidates. C-level positions require specific skill sets and experiences, so companies prefer to leverage existing connections to find the right fit.

Targeted search: Organizations want to target specific individuals who may not be actively seeking new positions. By not posting these roles publicly, they can attract passive candidates who are currently employed and may be a better match.

Industry reputation: Some companies may be concerned about their reputation if they publicly advertise high-level roles. They may want to avoid speculation regarding their stability or future direction.

Competitive advantage: By keeping these job openings discreet, companies can maintain a competitive advantage in their industry. Public postings may alert competitors about strategic shifts or changes in leadership.

Quality over quantity: Executive positions typically entail a more selective recruitment process. Posting on job boards might lead to many applications, but many may not meet the high qualifications and standards the company is seeking.

Overall, confidentiality, the desire for targeted searches, and the nature of executive recruitment contribute to the limited visibility of strategic and C-level job openings.

There are remote jobs available for Directors, C-level, and Executive positions, but they probably won’t be openly posted on the most common job boards, on LinkedIn, or on the company’s website.         

Therefore, the strategy to land those jobs needs to be different.

Networking and other specific action plans will be even more important to speed up results and give you direct access to the decision-makers of the remote companies you want to work for.

If you are facing a similar situation and struggling to find remote jobs aligned with your needs, profile, and the financial aspects you want, I might be able to assist. Let’s have a conversation, so I can get more details about your specific situation and provide you with more accurate feedback. Start here.

Who is Juliana Rabbi?

Juliana is a recruiter-turned-career coach. She is also a keynote speaker for international audiences.

Over 15 years experience in Human Resources and Recruitment in multinational companies, Juliana has been working remotely since 2014 (yes, way before the pandemic).

For + 4,5 years, Juliana has managed her own career coaching business, providing services, coaching, consulting and mentoring to +430 clients in +2.700 consulting/coaching sessions.

She helps senior professionals to land a flexible job faster, make better career choices and create the lifestyle they want.

Her background is in Psychology, with a Master Degree in Human Resources.

She is also a Digital Nomad who has been to 56 countries, can't resist playing with dogs, tries different animal poses in yoga and enjoys acting in improv comedy.

+72.000 candidates interviewed as a Recruiter over 15 years.

+190 recommendations and 5 star reviews on LinkedIn.

76 nationalities impacted from different continents over her career.

14 companies (mainly multinationals) directly benefited from her services.

+440 clients in +2.500 consulting/coaching sessions.

Bachelor Degree in Psychology with a Master in Human Resources.

Trilingual (English-Spanish-Portuguese).

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#career #mindset #job #jobsearch #leadership #remotejobs #homeoffice #workfromhome