Right now, there is a sense of market uncertainty. Tech is changing rapidly and the horizon is unknown across many sectors. Companies are slower to hire, filling fewer senior roles, and favoring internal promotions over external candidates.
Your network, positioning, and strategic outreach matter more than ever.
If you’re an executive, expect your job search to take 6 to 12 months—possibly longer if you’re relying on outdated strategies. Companies aren’t rushing to fill leadership roles—they’re hedging risks, restructuring internally, and relying on known quantities. Boards and investors favor promotions over external hires to maintain stability, and when outside talent is considered, decision cycles stretch across months of deliberation.
A job posting doesn’t mean an active hire. Many roles exist only to build a candidate pipeline, with hiring contingent on market conditions. And if you’re not in play before a role is posted, you’re already behind. Success in this market isn’t about waiting—it’s about inserting yourself into the conversation before a position even becomes available.
The executives who land new roles fastest? They’re preempting job searches, strengthening strategic relationships, and getting ahead of hiring decisions before they’re made.
The average of 6-12 months for an executive to find a new job isn’t just an average, it’s the norm. Unlike mid-level hires, where recruiters push candidates through a standardized process, executive hiring is a game of trust, risk mitigation, and behind-the-scenes deal-making.
Decisions can stall because multiple power players—boards, investors, C-suite peers—must align before an offer is made. Compensation is complex, often involving equity, performance incentives, and exit clauses, extending negotiations. And the roles you actually want? They aren’t on job boards—they’re discussed over private dinners and strategic introductions. If you’re waiting for a listing, you’re already too late. The executives who secure roles efficiently aren’t “applying”—they’re positioning themselves as solutions before companies even acknowledge a hiring need.
Companies are redefining leadership needs, not just delaying hires. Economic uncertainty has made every C-suite addition a calculated risk, leading to fewer external placements. Boards are prioritizing known leaders over unknown variables, meaning internal promotions are the preferred path.
Imagine the job market as a pyramid, and at the executive level, the number of open roles is extremely limited. Entry-level and mid-level professionals can rely on job boards because there’s volume hiring at the bottom of the pyramid. But as you climb, the available roles shrink dramatically. By the time you reach VP and C-suite, hiring is almost entirely private, relationship-driven, and often unadvertised, what is known as the “hidden job market”.Â
The fractional executive model is expanding, particularly in finance, operations, and marketing. Instead of committing to a $500K+ full-time hire, companies are bringing in specialists on-demand, stretching leadership functions across multiple interim hires. The executives landing roles now are demonstrating business impact before a role even exists, making themselves indispensable before the need is official.
At the executive level, job searching isn’t about submitting applications—it’s about positioning, access, and influence. The executives who land roles the fastest aren’t necessarily the most available; they’re the most strategically visible.
More than 80% of executive hires come from referrals and direct introductions, not job postings. Your next role is likely being brokered by someone in your second-degree network—a board member, a private equity partner, or a former colleague who vouches for your leadership. Companies minimize risk by hiring known entities, which means your network is your most valuable asset.
To be considered for unposted opportunities, you need to engage with industry insiders, decision-makers, and key stakeholders long before you need a role. If you’re only reaching out when you’re actively searching, you’re already behind. The goal is to be top of mind when leadership gaps emerge, so you’re recommended before the role is even public.
Hiring committees aren’t looking for maintenance-mode executives—they need leaders who drive transformation. Instead of emphasizing titles or responsibilities, highlight measurable impact. A statement like “Led a turnaround strategy that increased profitability by 35%” is far more compelling than simply listing your last role as “SVP of Operations.” Companies hire for outcomes, not resumes—you need to frame yourself as the solution to their biggest challenges.
At this level, visibility, credibility, and direct market access determine your next opportunity. If you’re relying on job boards or passive applications, you’re playing the wrong game.
If your search is dragging, it’s likely not the market—it’s your positioning and visibility.
Companies aren’t scanning job boards for senior leaders; they’re evaluating trusted, high-impact executives who align with their business needs. If you’re not getting traction, your professional presence may not be positioned correctly. Your resume, LinkedIn profile, and overall messaging need to reflect the leadership impact companies are actually looking for—not just a list of past titles.
Increasing your visibility in executive hiring circles is critical. Decision-makers don’t hire unknowns, and the best opportunities are discussed long before they ever become public. Building relationships with executive recruiters who specialize in your industry ensures you stay top of mind when high-level roles open up.
Sometimes people unknowingly slow down their own job search by applying to postings blindly, rather than engaging in targeted outreach. Job boards aren’t where leadership roles are filled, yet too many candidates waste months waiting for responses from an application process that isn’t built for them.Â
Another common mistake is failing to tailor your messaging to a company’s specific pain points. Hiring teams don’t care about a generic career history—they want to know exactly how you’ll solve their business challenges.
At the executive level of the pyramid, the most valuable opportunities aren’t never publicly listed—they’re privately discussed. The “hidden job market” isn’t a myth; it’s how leadership hiring actually happens. Companies don’t take chances on unknown candidates when filling high-stakes roles—they look to trusted advisors, board members, investors, and industry insiders for recommendations before a position is ever posted. If you’re not part of these conversations, you’re invisible to the people making hiring decisions.
This is where working with a career agency like Valiant changes the game. Direct market access from a well-connected agent opens doors to high-level decision-makers, getting you into conversations that aren’t accessible through traditional channels. Instead of competing with hundreds of applicants for the rare executive roles that do get posted, you’re introduced as a vetted, high-value candidate before the hiring process even begins.
A consultant or market agent with deep market access understands which companies are restructuring, which private equity firms are placing leadership teams, and where high-level roles will open before they become public knowledge. They can help you bypass gatekeepers, refine your positioning for the roles that actually exist, and ensure you’re seen as a top-tier candidate from the start. If your job search isn’t moving, the issue might not be your qualifications—it’s that you’re playing in the wrong market.Â
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