Executive Careers Uncovered: Why Top Roles Are Found, Not Applied For
- consultforgrowth
- Aug 28
- 4 min read
By Liina Fadaee, Executive Coach | Founder, Consult For Growth
One of the most common frustrations I hear from senior leaders is:
“There just aren’t roles advertised at my level.”
And they are right. The executive job market operates very differently from the broader labor market. At the C-suite and board level, roles are rarely posted publicly.
Instead, appointments are made quietly, through networks, search firms, and direct approaches.
Understanding how this works and positioning yourself accordingly is the difference between waiting for opportunities and being tapped for them.
1. Why 70% of Executive Roles Start with a Conversation
Networks remain the single biggest driver of executive opportunities. Studies suggest that 60–80% of senior roles are never advertised, but are filled through introductions and referrals.
Boards, investors, and senior leaders prefer trusted channels over open applications. A recommendation from a peer or industry contact carries far more weight than an unsolicited CV.
For many executives, the next chapter begins with a conversation long before a role is ever public.
Ask yourself: Do the right people know you, and know what you stand for?
2. How Search Firms Quietly Control the External Market
The second channel is executive search.
Globally, 40–50% of externally appointed CEOs are placed via search firms.
In the Fortune 500, over 60% of C-suite external hires involve retained search partners.
Search firms don’t begin with adverts they start with market mapping. They maintain databases, track executive moves, and discreetly approach leaders who already fit a specific mandate.
Here’s the nuance: most CEO appointments are internal.
PwC reports ~70% globally.
External searches are reserved for very particular situations — succession gaps, turnarounds, IPOs, or transformation agendas.
Which means your next role could be internal or external. You need to be positioned for both.
3. LinkedIn: Your Executive Billboard
LinkedIn has become an indispensable tool for executive search. While it is rarely the only channel, it is almost always part of the process both for sourcing candidates and for validating them.
Over 90% of executive recruiters use LinkedIn daily as part of their workflow.
More than 50% of recruiters run LinkedIn database searches before an advert is ever considered.
Your profile is no longer a static CV. It is your global career billboard. Weak, outdated, or incomplete profiles make you invisible no matter how strong your résumé or track record may be.
Executives need to master four key dynamics:
Skills & Keywords = Search Visibility
LinkedIn’s recruiter tool (LinkedIn Recruiter) operates on keyword searches and Boolean logic.
Profiles with at least 5+ relevant skills listed appear in exponentially more searches. LinkedIn’s data shows up to 27X more profile views.
Fill the full 50 skills, but prioritise the 10 most relevant..
Location & Mobility Filters
Recruiters almost always filter by location first. If your preferences are wrong or mobility isn’t clear you risk being eliminated instantly.
Thought Leadership & Presence
A completed profile gets you into searches, but visibility sets you apart.
Executives who publish insights, comment strategically, and engage in sector debates are far more likely to be approached.
Consistency & Validation
Boards and researchers cross-check LinkedIn against your CV, media, speaking engagements, and industry reputation.
Inconsistencies weaken credibility. LinkedIn is not just about discovery, it is about validation.
In short: LinkedIn isn’t simply a digital CV. It is the amplifier of your executive brand.
4. Internal vs External: Balancing Two Career Pipelines
A crucial point often overlooked: the majority of CEO and C-suite roles are filled internally. Internal succession is the default.
This means executives must manage dual positioning:
Internal visibility — demonstrating readiness for the next step inside your organization.
External visibility — ensuring search firms and industry peers recognize your leadership profile.
Neglecting either side reduces your chances of being considered.
5. Visibility with Discretion: Playing the Long Game
At the executive level, visibility must be managed carefully. Being “too active” in signaling availability can raise concerns with boards or employers.
This is why the subtle “Open to Work” feature on LinkedIn is useful. But more important is cultivating a consistent professional presence, so you remain positioned as a credible candidate even when not actively seeking.
The Reality of Executive Careers
70% of CEO appointments are internal (PwC, 2023).
60–80% of senior roles are unadvertised.
90%+ of recruiters use LinkedIn daily.
40% of external executive hires fail within 18 months (HBR).
The lesson? Executive careers are not built on applications. They are built on positioning, visibility, and credibility.
Introducing the Executive Growth Accelerator
Executives don’t land roles by applying. They are found, recommended, and approached.
The question is: will you be visible when opportunity calls?
If you are serious about being positioned to be found not just hoping opportunities will appear the Executive Growth Accelerator was designed for you.
This program equips senior leaders to:
Strengthen executive visibility and reputation
Optimise LinkedIn to executive search standards
Build and activate networks that lead to introductions
Balance internal and external positioning for maximum opportunities
Prepare with clarity and confidence for board-level and C-suite mandates
Secure a confidential conversation to explore whether the Executive Growth Accelerator is the right fit for your career journey. Book here.
At Consult For Growth, we partner with senior executives globally to navigate transitions, sharpen leadership brands, and accelerate career growth. If you are ready for your next chapter, let’s begin the conversation.
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