Navigating the New Rules of Executive Hiring

Executive hiring has changed significantly. While networks, referrals, and boardroom conversations still matter, they are no longer the only factors shaping outcomes. Today, much of the first assessment happens before you ever speak to a hiring leader. AI screening tools, automated CV parsing, psychometric assessment, and your digital footprint all contribute to the initial impression decision makers form about you.

For technology and IT leaders, this shift is especially important. Technology now sits at the centre of business strategy and transformation. Boards and investors are looking for leaders who are not only technically capable but also commercially aware, future ready, and culturally aligned. The evaluation process has become more structured, more digital, and less forgiving of weak positioning.

The opportunity is that once you understand how these systems and processes work, you can take control of the narrative. You can align your CV with the language of business impact. You can shape your online presence so it reflects the leader you want to be known as. And you can approach assessments with clarity and confidence instead of uncertainty.

If you are between roles, this awareness strengthens your ability to position yourself effectively in the market. If you are actively interviewing, it helps you anticipate how you will be evaluated. And if you are preparing for future opportunities, it ensures your professional presence is working for you long before conversations begin.

Modern hiring is not only about who you know. It is about the signals you send before you enter the room. Understanding and managing those signals is now a core leadership skill.

Practical Tip:
Review your CV, LinkedIn profile, and online presence and ask yourself whether they consistently communicate leadership impact, commercial insight, and future readiness. Make small adjustments so the story others see matches the narrative you intend to project.