Interviewing for Executive Positions

If you're aiming for the C-suite, clarity around your value is non-negotiable. Too often, I see smart, capable leaders stumble in interviews or on paper—not because they lack experience, but because they haven’t taken the time to reflect. Before you make your next move, spend real time thinking through: What business challenge were you hired to solve? How did that challenge evolve over time? What metrics were you accountable for? How did you deliver against those KPIs? What is your target role or company truly looking for? In what ways have you already demonstrated that you're the right person to meet those needs? What have you consistently achieved across your career? What are you known for? What differentiates you from other high performers? What’s the most innovative initiative you've led in the talent space? How large were the teams you led—and how did you retain and grow them? What were your employee engagement scores? Are you proud of those results? What did you learn from them? This exercise isn’t quick. It may take several focused hours. But this kind of reflection is what sharpens your narrative and elevates your positioning. Self-awareness is a competitive advantage. The "easy way" isn’t the fast way—it’s the intentional way. Put in the strategic work before you hit "apply" and you'll move faster, attract better-fit opportunities, and present yourself with the clarity and confidence of a true executive. #executivepresence #careerstrategy #resume #leadership #valueproposition

After coaching executives through 400+ interviews, here's what separates those who get the offer from those who don't: The interview isn't a test. It's a conversation about value. Top 10 interview strategies that consistently lead to offers: 1. Prepare a powerful introduction that connects your expertise directly to their needs. 2. Remember that interviewers WANT you to succeed - they're hoping you're the solution to their problem. 3. When discussing challenges, focus on how you navigated complexity, not just what you achieved. 4. Use the STAR method (Situation, Task, Action, Result) but spend 70% of your time on Actions and Results. 5. Show exactly how your work impacted the business with numbers whenever possible. 6. Ask clarifying questions when needed - it shows you prioritize understanding over guessing. 7. Pause before answering difficult questions. A thoughtful 3-second silence is more impressive than an immediate ramble. 8. Make your individual contributions crystal clear - "I led..." vs. "We implemented..." 9. Research not just the company but the specific challenges facing their department right now. 10. Have thoughtful questions prepared that demonstrate you're already thinking about how to excel in the role. The candidates who get offers aren't just qualified. They demonstrate exactly how their specific expertise solves the company's specific problems. What's your biggest interview challenge? Comment below for advice. 👇 💬

I was recently brought in to help a company fill a senior leadership position. The client had their eye on a highly impressive candidate—an executive with years of experience leading teams in major corporations. But as we dove deeper into the conversation, it became clear that the candidate’s polished resume was just the surface. We decided to take a different approach—using behavioral interviewing to explore how this candidate truly operated in leadership scenarios. Instead of focusing on "What have you achieved?" we asked, "Tell me about a time you faced a crisis, and how did you lead your team through it?" What followed was eye-opening. The candidate shared a story of how they navigated a massive company-wide disruption, not just by implementing strategy, but by engaging with every level of the team, being transparent, and ensuring collaboration across departments. This wasn’t something you could find on their resume. It was the true essence of leadership, and it was the kind of insight I now always prioritize when consulting for executive roles. Why Behavioral Event Interviewing Are a Game-Changer in Executive Consulting: 1. Beyond the Resume: We’re not hiring for what someone has done; we’re hiring for how they do it. 2. Real Leadership Qualities: Behavioral interviews highlight traits like resilience, empathy, problem-solving, and decision making which are vital in top executives. 3. Authentic Responses: By asking about specific past experiences, we avoid generic, rehearsed answers that don’t truly reflect a candidate’s leadership abilities. 4. Cultural Fit: The way a candidate responds to pressure, failure, or success shows if they align with your organization’s values and culture. 5. Predicting Future Success: Past behavior is often the best predictor of how someone will perform in similar situations in the future. As I continue consulting for top-tier executives, behavioral interviews have become my key strategy for assessing true leadership potential. It’s not just about the position they held or the titles they’ve earned—it’s about how they lead when no one’s watching. Have you ever relied on behavioral event interviews for executive hiring? What was your experience? Let’s discuss this in the comments! #ExecutiveHiring #LeadershipInsights #BehavioralInterviewing #HiringStrategies #LeadershipDevelopment #TalentAcquisition #ExecutiveConsulting #LeadershipQualities #CulturalFit

The job search process is a masterclass in resilience. Over the past few months, I’ve advanced to final interviews for executive marketing roles but ultimately did not receive the offer. While that can be frustrating, I recognize how fortunate I am to get this far, knowing how tough the market is. Rather than dwell on outcomes, I focus on what I can control: how I prepare, position myself, and improve. That’s why I’ve developed a structured approach to tracking my interview processes, analyzing patterns, and refining my strategy. Here’s what I’ve learned from my recent experiences: 🔹 The process takes time ↳ One interview process took about four weeks, which aligns with the industry average of 4-6 weeks for VP roles. ↳ Another lasted over nine weeks, well beyond the standard for senior marketing positions. ↳ Every company moves at its own pace, but long hiring cycles risk losing strong candidates. 🔹 Finality matters ↳ I appreciate when companies provide a clear rejection rather than leaving candidates in the dark. ↳ While I don't seek feedback (I can’t control others' perceptions), I do value closure. Ghosting doesn’t change my trajectory, but a definitive answer allows me to move forward. 🔹 Rejection isn't personal ↳ In one case, I was told my experience aligned more with a higher-level role, reinforcing how I should position myself in future opportunities. ↳ In another, I was the only candidate to present a tailored strategy deck, yet another candidate was selected. This wasn’t a reflection of my ability but rather an internal decision based on fit. 🔹 Data-driven reflection helps For every final-round interview, I document: ✅ Timeline of the process ✅ Key takeaways from each stage ✅ Industry benchmarks for comparison ✅ Areas for improvement in my approach ✅ Strategic connections made I also make it a point to connect with my interviewers on LinkedIn after the process, whether or not I get the role. Building relationships is invaluable, and you never know when paths will cross again. Since this structured approach has helped me navigate my job search, I’ve put together a Job Interview Report Template as a case study. I hope this can be useful for others going through similar experiences. Feel free to adapt and use it! If you're in the job search trenches, I see you. It’s tough. It’s exhausting. And sometimes, the silence is the hardest part. But every interview is progress. Every "no" brings you closer to the right "yes." If this resonates with you, I’d love to hear—how do you navigate job search setbacks? #JobSearch #Resilience #MarketingLeadership #CareerGrowth

“Tell me about yourself…” It seems like a softball, but it’s where most candidates start to stumble. A few weeks ago, I met with someone preparing to re-enter the job market after years in the same role. They had the experience. They had the skills. But their confidence was shaky, and they weren’t sure how to talk about themselves in a way that felt authentic and strategic. So we worked through it together. Because here’s the truth: Preparation isn’t just about your answers. It’s about the impression you leave behind. If you’re getting ready to interview, or know someone who is, here’s what I always recommend: 1. Craft a clear, confident elevator pitch Don’t recite your resume. Give a 60-second story of who you are, what you bring, and why you’re interested in the role. Keep it structured and memorable. 2. Bring printed copies of your resume Even if it’s a video interview. Having it in front of you keeps you grounded, and offering it in person shows forethought and professionalism. 3. Know your numbers Be ready to talk about the size of your team, budgets managed, growth achieved, and problems solved. Specifics build credibility. 4. Prepare thoughtful questions Ask about the team’s biggest challenges, how success is measured, or how the company supports internal growth. Generic questions won’t cut it at senior levels. 5. Research beyond the job description Know who’s interviewing you. Look at their LinkedIn profiles. Understand the company’s mission, values, and recent news. It shows respect and curiosity. 6. Have one success story ready for every core competency Whether it’s leadership, conflict resolution, or innovation, bring examples that are recent, relevant, and measurable. 7. Bring your presence Dress for the part. Sit up. Smile. Listen as much as you speak. Interviews aren’t just about what you say. They’re about how you show up. At the end of the day, the best interview isn’t memorized. It’s practiced with intention. You don’t need to sound perfect. You need to sound like you. What else would you add to this list? #ResetToRehire #HRRealTalk #InterviewTips #CareerCoaching #LeadershipDevelopment #JobSearchSupport #ExecutivePresence

I've helped executives prepare for over 250 interviews in the past year. Based on feedback from hiring managers, here are five common interview mistakes—and how to avoid them: 1) 𝐖𝐚𝐥𝐤𝐢𝐧𝐠 𝐭𝐡𝐫𝐨𝐮𝐠𝐡 𝐲𝐨𝐮𝐫 𝐫𝐞𝐬𝐮𝐦𝐞, 𝐥𝐢𝐧𝐞 𝐛𝐲 𝐥𝐢𝐧𝐞. Many candidates respond to “Tell me about yourself” with a detailed description of their job history, which will lose the interviewer’s interest. ✅ Prepare a 2-3 minute summary of who you are, your career highlights, and why you’re excited about this role. Focus on key achievements relevant to the job, and let the interviewer ask for details in specific areas. 2) 𝐒𝐩𝐞𝐚𝐤𝐢𝐧𝐠 𝐧𝐞𝐠𝐚𝐭𝐢𝐯𝐞𝐥𝐲 𝐚𝐛𝐨𝐮𝐭 𝐩𝐚𝐬𝐭 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬. Criticizing previous employers reflects poorly on you and suggests you may do the same in future roles. ✅ Keep it professional. If you need to explain a challenging environment, use diplomatic phrases like “different styles” or “a difference of opinion.” Emphasize what you learned rather than blaming others. 3) 𝐌𝐚𝐤𝐢𝐧𝐠 𝐩𝐨𝐨𝐫 𝐞𝐲𝐞 𝐜𝐨𝐧𝐭𝐚𝐜𝐭. Body language communicates more than words. One recent candidate’s lack of eye contact with a female interviewer was perceived as sexist. ✅ Maintain good eye contact with everyone in the room. Dress professionally, lean forward, and use open body language to show you’re engaged and interested. 4) 𝐒𝐤𝐢𝐩𝐩𝐢𝐧𝐠 𝐭𝐡𝐞 𝐜𝐡𝐚𝐧𝐜𝐞 𝐭𝐨 𝐚𝐬𝐤 𝐦𝐞𝐚𝐧𝐢𝐧𝐠𝐟𝐮𝐥 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬. Your questions reflect your preparation and interest. Avoid asking things that are easily found online or in the job description. ✅ Ask about team culture, the organization’s biggest challenges, and why team members choose to stay. Show curiosity about the interviewers—why they joined and what’s kept them there. 5) 𝐅𝐚𝐢𝐥𝐢𝐧𝐠 𝐭𝐨 𝐟𝐨𝐥𝐥𝐨𝐰 𝐮𝐩. Many candidates miss this simple step. ✅ Send each interviewer a brief thank-you note, email, or text within 12 hours, expressing appreciation and reiterating your interest. A follow-up keeps you top-of-mind and shows professionalism. ⬇️ What interview mistakes have you seen (or made)? Share your thoughts below! #ExecutiveSearch #CareerGrowth #InterviewTips #JobInterviews #HereToServe

In my years of executive recruitment, I've observed a common pattern: The most successful candidates understand the delicate balance between transparency and strategic communication during interviews. While honesty is crucial, certain topics require careful navigation. Here's what seasoned professionals know to handle with discretion: • Departure Stories Frame previous transitions positively and professionally, focusing on growth opportunities rather than detailed explanations. • Future Plans Keep personal scheduling discussions until after an offer is made. This maintains focus on your value to the organization. • Competing Opportunities While it's acceptable to indicate you're actively searching, detailed discussions about other offers can complicate negotiations. Remember: Interviews are professional discussions focused on value alignment and mutual benefit. Your communication should reflect this purpose. The goal isn't deception - it's maintaining professional boundaries and keeping discussions focused on your potential contribution to the organization. Success lies in balancing authenticity with strategic communication. Check out my newsletter for more insights here: https://lnkd.in/ei_uQjju #executiverecruiter #eliterecruiter #jobmarket2025 #profoliosai #resume #jobstrategy #interviewstrategy

Struggling to stand out in executive interviews? Don’t just prep your pitch BUT prep your stories.   A few months ago, I coached a Chief Operating Officer who kept getting into final rounds and kept losing.   He had the metrics. The org scope. The strategic impact.   But when we reviewed his interview debriefs, the same line kept showing up:   “He was a strong candidate, but we didn’t get a clear sense of how he leads.”   That’s when we rebuilt everything from scratch AND focused on the 6 behavioral questions that actually show leadership, not just say it.   If you’re a C-level or VP exec in interviews right now, these are the questions I’d prep first and here’s how to answer them using the STAR method (Situation, Task, Action, Result):

Need to improve your executive interview presence? Start talking about your failures. You heard that right I've sat in many high-level interviews over the years. The differences b/w sr-level and exec-level interviews are subtle, with a few clear distinctions: 1 - Executives understand failures are part of the process; they own and embrace them adequately. - They take ownership - They value the lessons learned - They audit and make adjustments - They share learnings to improve teams 2 - Executives aren't shy about getting help. - Many executives understand that paying a person to help them upskill in less time than it would take on their own is a valuable trade. - Coaches, mentors, and knowledge partners are a common topic of discussion. 3 - They build systems to create value. - Systems are repeatable. - Proven systems can guarantee results. - Systems can transfer company to company, and job role to job role. 4 - They recognize that people are their business, and improving people is key to sustained success. - Pipelines for high-potential talent. - Development programs at all levels. - Programs to allow for growth and innovation. These are some of the biggest executive-level tactics I've seen leveraged to quickly build trust, establish credibility, and tell strong stories. What would you add to this list?