Reading Between the Lines: What Search Recruiters and Clients Look for in a C-Suite Executive CV

A CV is more than a list of roles, dates, and achievements; it’s a narrative, a story, and an intricate reflection of a candidate’s leadership journey. For search recruiters and clients, particularly when evaluating C-suite executives, the ability to read between the lines of a CV is crucial. They seek to uncover a deeper narrative that reveals the candidate's leadership style, potential fit within the organisation, and ability to drive strategic growth.

The Upward Curve: Demonstrating Growth

One of the first things recruiters look for is an upward career trajectory. A CV should ideally reflect a steady ascent through increasing levels of responsibility and complexity. This upward curve signals not only growth but also adaptability and strategic thinking. It shows that the candidate has been trusted with progressively more significant challenges, and their career progression is aligned with their growing expertise and leadership capabilities.

Key Indicators:

• Promotions or role advancements that indicate growing trust and responsibility.
• Successful transitions between roles that demonstrate flexibility and capability in various leadership contexts.
• Evidence of strategic initiatives or transformational projects that align with organisational goals.

Beyond the Bullet Points: The Strong Profile

A compelling executive CV doesn’t just list achievements; it tells a story. The profile section should provide a clear and concise summary of the candidate’s core strengths, leadership style, and key accomplishments. This is the candidate’s chance to convey their personal brand and unique value proposition.

What to Look For:

• A well-crafted profile that reflects the candidate’s vision, strategic thinking, and leadership philosophy.
• Personal attributes and values that align with the organisation’s culture and strategic goals.
• A narrative that connects past experiences with future ambitions, showcasing a clear alignment with the role’s requirements.

Achievements with Impact: Quantifying Success

Achievements should not just be listed but contextualised to show their impact. This means not only describing what was accomplished but also illustrating how those accomplishments made a difference. For C-suite roles, this often involves demonstrating results that had a broad impact on the organisation, such as revenue growth, market expansion, or successful turnarounds.

Key Aspects:

• Quantifiable results that illustrate the scale of achievements (e.g., revenue increases, cost savings, market share growth).
• Specific examples of strategic initiatives that led to significant business outcomes.
• Evidence of leadership in overcoming challenges or driving transformation.

The "How" Behind the "What"

Hiring managers and search executives are interested in not just what was achieved, but how:

• Problem-Solving Approach: Does the CV highlight innovative solutions to complex business challenges?
• Collaborative Skills: Evidence of cross-functional leadership and stakeholder management.
• Global Perspective: Experience in international markets or leading diverse, multicultural teams.
• Adaptability: Examples of quick learning and effective leadership in new industries or roles.

Consistency and Authenticity: A Cohesive Narrative

A strong CV tells a coherent story. Inconsistencies or gaps can raise red flags, but a well-structured CV should provide a seamless narrative of the candidate’s career. This means ensuring that each role builds logically on the previous ones and that achievements and responsibilities are aligned with the overall career trajectory.

What to Assess:

• A clear and logical progression of roles and responsibilities.
• Consistent messaging that aligns with the candidate’s stated career goals and achievements.
• A narrative that authentically reflects the candidate’s experiences and leadership journey.

Personality and Leadership Style: What Lies Beneath

The most effective C-suite executives bring more than just skills and experience to the table—they bring a distinctive leadership style and personality that fits with the organisational culture. While this can be more challenging to gauge from a CV alone, certain elements can provide insights into a candidate’s leadership qualities and personal attributes.

Key Indicators:

• Leadership roles that reveal the candidate’s approach to team management, strategic vision, and stakeholder engagement.
• Descriptions of leadership style or management philosophy, such as a focus on innovation, collaboration, or transformation.
• Any awards or recognitions that reflect not just achievements but also the candidate’s influence and reputation in their field.

The Power of Presentation: Clarity and Professionalism

Finally, the presentation of a CV itself speaks volumes about a candidate’s professionalism and attention to detail. A well-organised, clearly formatted CV not only makes a good impression but also reflects the candidate’s ability to communicate effectively and present information in a compelling manner.

Key Aspects:

• A clean, professional format that enhances readability and highlights key achievements.
• Clear, concise language that effectively communicates the candidate’s strengths and accomplishments.
• Attention to detail, such as correct grammar and consistent formatting, which reflects the candidate’s commitment to excellence.

Red Flags and Areas of Interest

• Unexplained Gaps: Any significant time periods not accounted for in the CV.
• Short Tenures: Frequent job changes without clear progression might raise questions.
• Lack of Specificity: Vague descriptions of roles or achievements may indicate a lack of substantial impact.
• Overemphasis on Technical Skills: At the C-suite level, strategic and leadership capabilities should take center stage.

Reading between the lines of a C-suite executive CV involves more than just parsing through dates and roles. It’s about uncovering the narrative of growth, understanding the impact of achievements, and gaining insights into the candidate’s leadership style and personal brand. For search recruiters and clients, the goal is to identify not just a capable executive, but a leader whose career trajectory, personality, and achievements align seamlessly with the organisation’s strategic needs and cultural values.

A well-crafted CV, rich with narrative and context, serves as a powerful tool in making that crucial assessment.

Mark Geraghty

Partner

Executive Recruit

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