Insider Advice from an Executive Recruiter

It is possible to land a job in this tight market. But strategy, presence, and positioning matter more than ever. In this issue, we share the expert tips from an executive recruiter to help you show up stronger to win the offer.

Expert Advice from an Executive Recruiter with Amber Schleinkopfer of AS Talent Advisors

If you've been treating your executive job search the same way you approached in the past (even as recently as two years ago), you’re likely sabotaging your success. Because the hiring landscape has shifted drastically, understanding what recruiters are looking for right now will help you show up stronger in a tight market.

I recently sat down with Amber Schleinkopfer, executive recruiter and founder of AS Talent Advisors, to get an insider perspective on what works, what doesn’t, and how senior leaders can position themselves to win offers right now.Here are the five most important takeaways from our conversation.

1. Expect at Least a Six-Month Search

 This isn’t us being pessimistic or trying to scare anyone. It’s a current market reality. Hiring processes at the executive level have slowed considerably, and what might have taken two months in your last search can now stretch to six months or longer.

Companies are thinking harder before filling roles, processes pause for business reasons outside your control, and decision-making cycles have grown more complex. The executives who navigate this well are the ones who plan for a longer runway from the start.

2. Never Rely on a Single Opportunity

 One of the most common mistakes senior leaders make is finding a promising role and essentially pausing their broader search while they wait it out. This is something I hear from job seekers all the time, “I am interviewing for an opportunity I feel really good about, so I’m going to wait and see how that plays out.”Amber's advice was direct: even when you have strong momentum with one company or expecting an offer, you cannot count on it. Potential offers can fall apart at any point in the process, and this is especially true right now. You have to keep multiple irons in the fire because with interview cycles stretching five months or more in many cases, you’ll stall your search by at least that much time if the deal falls apart.

3. Your LinkedIn Profile Must be Future-Focused

 Recruiters and hiring managers are not looking for a historical record of everything you’ve ever done in your career. They want to know quickly and clearly if you’re aligned with what THEY need next. That means your headline, your “about” section, and your overall narrative and value proposition should reflect your ideal next chapter, not just what you’ve done in all your past roles. Here's a recent example: If you want to be considered for board seats, that intent needs to be visible on your profile. If it’s not there, people won’t know you’re open to it and won’t reach out with opportunities.

 

4. Don't Be Invisible 

 Recruiters are actively searching for candidates using keyword-driven tools and algorithms. If your profile is outdated, vague, or sparse, you're likely invisible. To optimize your profile, make sure to list your key skills in the skills section, customize your headline, and maximize your "about" section by communicating your unique value, career highlights, and skills, all with a focus on your ideal next role.

5. There is No Time for Learning on the Job  

 In a tighter market, companies are far less willing to take a chance on a candidate who needs a long ramp-up period. Instead, they’re looking for the “been there, done that” candidates who will hit the ground running and deliver immediate value to the organization. This means there is very little space for job seekers to describe themselves as “fast learners” or who can “quickly adapt to new environments.”

Candidates who frame their experience and value proposition around how they can solve a company's current challenges and immediately deliver results are far more likely to win the offer.  

Pro tip: Ask the recruiter or hiring manager what their biggest challenges are or what they expect this role to deliver on so that you can speak to those things directly rather than guess. 

Next Steps:

Want to hear the full 30-minute conversation with Amber? Catch the complete interview on our YouTube channel or listen to the episode on our Executive Career Playbook podcast.

Struggling to land an offer? We can help. Book a complimentary consultation with us to learn how our Executive Edge Method™ can help you land your next big role or board seat faster. 

Want Career Advice on the Go? Check out The Executive Career Playbook Podcast

Get on-demand access to our expert interviews and insider insights on our podcast, "The Executive Career Playbook," to help you nail high-stakes interviews, negotiate with confidence, get a great job offer, or land a high-profile board seat. 

Plus, we now host a 10-minute "Daily Career Brief" where Michelle Merritt and I highlight the biggest news affecting the executive job and board director market and what it means for you. 

Listen, follow, and leave us a rating on: Apple Podcasts, Spotify, or Amazon Music

About D&S Executive Career Management:

We specialize in accelerating career transitions for senior executives and board candidates to land faster without leaving money on the table. Using our proprietary Executive Edge Method™, we've supported thousands of executives in landing top jobs in competitive markets and securing prestigious board appointments. Schedule a call to learn more.