Understanding How Executive Hiring Has Changed

Executive hiring has evolved significantly from what it looked like a decade ago. While networks, referrals, and boardroom conversations still matter, they are no longer the first point of assessment. Today, much of the evaluation happens before you even enter the room. AI screening tools, automated CV parsing, psychometric assessments, and your digital footprint all contribute to the initial picture that decision makers form about you.

For technology and IT leaders, this shift is especially important. Technology now sits at the centre of business transformation, which means boards are looking for leaders who are technically credible as well as commercially sharp, culturally aligned, and future ready. The way these qualities are assessed has become more structured, more data driven, and in many cases, less forgiving of unclear positioning or weak messaging.

The opportunity is that once you understand how these systems and processes operate, you can take control of the narrative. You can align your CV with the language of impact, shape your digital presence so it reflects the leader you want to be known as, and approach assessments with clarity and confidence rather than surprise.

If you are between roles, this awareness gives you greater control over how you show up 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 the signals you send are intentional and aligned long before conversations begin.

Modern executive hiring is not only about who you know. It is about the signals you send before you arrive.

Practical Tip:
Review your CV, LinkedIn profile, and online presence side by side. Ask yourself whether they consistently communicate leadership impact, commercial relevance, and future readiness. If the messages feel fragmented, refine them until they tell one clear and aligned story.