Category: Executive Job Interviews & Offers (page 1 of 5)

CEO Jobs: Powerful, Quick Tips to Accelerate Your CEO Candidacy

Landing your first, or second or third CEO role can be accelerated through understanding how to best market yourself in a way that most fluidly communicates your value points as well as gaining clarity on what the market best responds to. Here are a few quick tips to help you in your next executive transition:

Continue reading

Attention Executives: These Startups are Growing and Hiring!

Glossier just got $52M in fresh funding and is one of the hottest startups to work at right now.

Affirm is hiring like crazy, and is one of the most loved startups around.

Quartet raised a $45M Series C round from Google Ventures last month.

Coursera provides universal access to the world’s best education.

Pinterest just hired its first COO as it eyes an initial public offering.

The Fast Track to CEO

Here is a really interesting article I wanted to share with you outlining a successful track to the CEO seat. Some great insight here on adopting turnarounds, taking risks and stepping sideways. Check out HBR’s, The Fastest Path to the CEO Job, According to a 10-Year Study.

Looking for a C-Level Position? Companies Who are Hiring Right Now

Sydney from Glassdoor found us some current online C-level job postings across the globe. Read on for details…

Companies Hiring C-Suite Talent Now

By Sydney Frazer

The job search isn’t an easy feat for anyone. The search for a C-suite level position, however, is a whole other beast. Finding the right C-suite level position takes quite a bit of time and an intensive search. Not only do you need to actually find an open position — you need to find one that fits your qualifications with a company that seems like a good match for you. I have saved some time for you by rounding up companies looking for C-suite talent right now across the globe.

2 Companies Hiring CEOs Now

Central California Alliance for Health, located in Scotts Valley, California, is looking to hire a CEO. The Alliance is a regional non-profit health plan that serves over 350,000 members across 3 countries. The Alliance has a 4.4-star rating on Glassdoor, which is significantly above the average 3.3-star rating. In addition, the previous CEO, Alan Mckay, had an outstanding 97 percent approval rating. If you feel passionate about helping patients gain access to quality health care, this could be a great fit. The CEO will report to the Alliance’s board, which has 21 members. Strong candidates will have a combination of experience in strategic health program planning and knowledge of the technical aspects associated with managed care.

The Victorian Government of Australia is trying to hire a CEO to head up their Centre for Workforce Excellence. If government is your calling, you would be in good company here. Employees have given the Victorian Government a 3.8-star rating. As the leader of the Centre for Workforce Excellence, you would be building an entity that implements workforce reforms that would help support victims of family violence who are in the workforce. Candidates who have extensive experience with improving workforce performance and social service delivery will be considered.

ForgeRock Is Hiring A CPO Now

ForgeRock, headquartered in San Francisco, California, is an identity relationship management vendor that helps companies build customer-facing relationships across apps and devices. With a 4.2 star rating, employees seem to be pretty satisfied working there. As the CPO at ForgeRock, you would be expected to guide the Engineering, Product Management, and Business Development teams, while also owning the product release process from start to finish. Candidates are expected to have at least 10 years of experience in senior management and to previously have led both engineering and product teams.

2 Companies Hiring CFOs Now

Herjavec Group, based in Toronto, Ontario is looking to hire a CFO. The company, which has a 3.6-star rating, delivers managed security services globally to ensure customers’ infrastructure protection. The CFO will oversee all financial responsibilities of the company, work on financial management tasks like financial analysis, budgetary planning, financial record keeping, and more, and develop and enforce finance policies and procedures for the company. Candidates should have CA or CGA certification, at least 10 years of experience with financial management, and the ability to execute a strategic vision into an operational plan.

In Aurora, Colorado, UCHealth is trying to hire a CFO. UCHealth is comprised of award-winning hospitals and facilities across several communities. A 3.8-star rating indicates that employees are pretty satisfied working there. Interested in joining the happy bunch as their new CFO? Prepare to safeguard UCHealth’s assets with a strong financial reporting system, as well as be responsible for UCHealth’s financial plans, policies, and accounting practices. Ideal candidates will have 8 years of management experience and 8 years of increasing healthcare financial management responsibility and experience.

Secret Escapes Is Hiring A CTO Now

Secret Escapes, headquartered in London, England, has an impressive 4.3-star rating and a 100 percent approval rating of CEO Alex Saint. Secret Escapes, which operates on a free-to-join membership model, is a travel company that runs exclusive flash sales of four and five-star hotels and holidays worldwide. The company is hoping to hire a CTO that is ready to take responsibility for developing and delivering tech solutions that help drive desired business outcomes while managing a team of developers and designers at four different locations. Are you up for the challenge? Secret Escapes is looking for candidates that have experience at a senior level developing tech solutions to solve problems and thrive in a fast-paced environment.

Rogers & Gray Insurance Is Hiring A COO Now

Rogers & Gray Insurance, located in South Dennis, Massachusetts, is a Top 100 Independent Insurance Agency in the United States that uses a consultative approach to their work in personal insurance, business insurance, and employee benefits. Rogers & Gray, which has a 4.9-star rating, a 100 percent approval rating of CEO David T. Robinson, and was selected as the #1 Independent Insurance Agency to Work For in the Nation, has an open COO position. The COO at Rogers & Gray will oversee operations, develop policies, and design and implement business strategies, while also providing day-to-day management that aligns with the company mission. Strong candidates will have previous experience in a COO role and working in the insurance industry in a management role.

These companies might not be the exact fit you are looking for and that is okay! Set a job alert for companies or positions you are interested in so the search stays top-of-mind. Whatever approach you choose to take, stay persistent with the job search and it will pay off!

Bio:  As a Partnerships Manager at Glassdoor, Sydney works with hundreds of accounts across universities, libraries, and blogs, helping to provide them with content and tools to aid job seekers. Outside of work, Sydney enjoys running, hiking, and searching for the perfect burrito.

My BEST Tips for C-level Executives on Interviewing and Negotiating

executive-interviewInterviewing at the C-level is obviously different than interviewing for other positions. One of the main things to remember as an outsider competing for a spot at the executive table is that in most cases, your audience does not know you yet. You have a very small window of time to do one thing: Win their trust. The tips below were developed to give you a foundation with which to do that.

C-suite interviews should involve a combination of focus on the metric-driven accomplishments you’ve made that align with the responsibilities of the position you are vetting AND demonstrating your leader/mentor qualities. Ultimately, they should be intrigued, impressed, like you, and trust you.

Consider the seven points below foundational to every interview:

  1. Get them to invest their energy in you first. In the beginning of the interview, ask them to help you understand in their words what kind of person they are looking for and a summary of the role. ***Take short notes on what they say. These are your interview talking points. ***
  1. Use broad ranges when discussing salary. For example:

“North of $350K.”

“In the mid-six figures.”

“For the past few years my TOTAL comp has ranged from $1 to $3M.”

Then add, “Since you brought it up, do you mind me asking if you have a budgeted range in mind for this position?”

  1. In tight spots just play it cool. Never let them see you defensive or frustrated. They will take that as an indicator of how you handle stress and judge accordingly. Your calm, cool demeanor will engender their trust. Phrases associated with this include:

“That’s absolutely no problem.”

“I am sure that won’t be an issue.”

“I am confident we can work that out.”

“I can do that – I am not worried about that.”

  1. Answer every third or fourth question with a question of your own. This builds co-communication and trust in you as it demonstrates your leadership. You can segue with:

“Since we are on the subject…”

“Since you brought it up…”

“It is interesting that you say that, because I wanted to ask if…”

  1. Questions you can ask in an interview:

Why is this position open?

Can you describe the qualities and background you believe one will need to possess to perform exceptionally in this role and in the current circumstances?

If I was hired, what would you expect me to accomplish in the first 6 months?

Tell me the best things about your corporate culture that makes this company great?

What motivates your executive team?

How does the company deal with changing priorities?

What are your most pressing issues?

Where do we go from here?

  1. Finish on a positive note. At the end of the interview, say something complimentary from your heart about them – either the company/the product or the service/the culture. Tell them you are excited and want the position, if that is how you feel.
  1. Follow up with a thank-you letter and a page of short third party testimonials. After the interview, send a thank-you letter that identifies a couple of important things you discussed and remind them of a few short results you have achieved that demonstrate your accomplishments are in alignment with their goals. Third party testimonials are extremely important to gaining the trust needed for placement in leadership roles.



Corporate Expansions and Plans for Hiring Across the U.S.

Corporate expansions and plans for hiring across the U.S. in multiple industries right now including consumer goods, retail, healthcare and finance. Get the details here:


Learn how to tap into the hidden job market and secure multiple high quality interviews here:

How Global Corporations Pick CXO’s

imagesAECAED9CWow was I glad to stumble upon this little gem of an article! Lots of very interesting insight on Global MNC’s and cultural variances associated with CXO  interviewing/hiring around the globe.


This is a great read.

Harvard Business Review : The Secret to Negotiating Is Reading People’s Faces

Interesting article. I think this is very valuable information for Executives who are interviewing for senior level positions. The takeaway I got was this: slow down and remember to use all of the senses (in this case, visual) in high level interviews to determine and discern what to do and say next.  🙂

The Secret to Negotiating Is Reading People’s Faces


Overqualified in Your Executive Interview?

My colleague Ardith of Ardith Rademacher & Associates sent me a really great article this morning that she said I could share with you! If you are in an interview and the position is attractive to you but your skills are more robust than what is required – these are VERY valuable tips for you to know so you can help your interviewers make good, balanced decisions.  🙂

Making a Case for the Overqualified

The overqualified pool is filled with variety of individuals.  The large majority consist of those who have been laid-off.  These candidate may or may not be older, but nonetheless wiser and more experienced than their competition.  There is also a large percentage of people who are reentering the workforce.  This group consists of well-educated folks who have taken time off to raise families, care for ill family members or needed a leave of absence for their own personal reasons.  The smallest percentage of this group are people who are simply looking for a change.  This could be a change of scenery, industry, work/life balance, etc.

There are pros and cons to weigh when considering an overqualified candidate.

Let’s start with the cons:

  • They may be harder to train – Training in terms of software used or company basics will be the same as any new employee.  However, bad habits and attitudes picked up at previous positions are hard to break.
  • They may be intimidating to management – This can create uncomfortable management scenarios that will need to be addressed early and often.
  • They may get really bored, really fast – Hiring and on boarding a new team member is expensive.  It is even more expensive when that new hire either finds their dream job or gets really bored three to six months later.

With cons like that, why even consider an over-qualified candidate?  Here are some pros to consider:

  • They tend to be eager to put their skills to work – Whether it is relief that the job search is over or excitement for a position that offers better work/life balance, overqualified candidates tend to hit the ground running.
  • They bring years of wisdom to the team – With all that experience, they can share best practices from previous positions that may benefit their new team.  They can also become great mentors to their colleagues.
  • They can become a long-term contributor – Overqualified candidates are great for stubborn vacancies.  As both the company and employee get a feel for each other, this team member can take on a greater role or progress to higher levels as positions open.  This is the ultimate win-win.  The candidate has secured a position and the company has time to determine how they fit into their business.

As with all candidates, it is important to determine if they are a good fit during the interview process.  Asking an overqualified candidate about their goals and why they applied for the position will be a large key in deciding if there are more pros than cons.



7 Ways to Increase Your Current Executive Salary

salary increaseAs professionals, the salary we make is often closely associated with our sense of value and self-worth. If you are one of the many professionals who feel overworked and underpaid, figuring out how to bridge that gap between where you are now and where you know you should be can be daunting and perhaps a little scary. But receiving a well-deserved salary increase will also provide the opportunity to feel more confident and satisfied in your career!

When you take that step in acknowledging your value, it produces an interesting effect as you call to action the people and things around you to support your moving forward! That might sound a little new-agey to you, but it’s really just common sense and the result of exercising of your own initiative.

Here are 7 tips to get you quickly moving forward to securing a bigger salary:

Tip #1: Quick, write out 30 benefits you bring to your position.
To achieve your salary increase, you may have to change companies. However, you may also be surprised to find that your current employer is indeed willing to promote you or to offer you more salary. To make your case, you are going to have to demonstrate (and fully believe) the 30 benefits you bring to your current position right now. Benefits are not what you do, but what you achieve. Notice that when most people update their resume, they will only include a laundry list of current position “duties,” without explaining what happens when they do what they do! Benefits show why a company should hire you, promote you or give you a raise.

Tip #2: Keep adding to that list.
Most professionals are so busy they don’t even think about the benefits they bring to a company. Keep adding to your list, because the more that you focus on clearly knowing and understanding the value you bring to a company, the more natural it will be for you to confidently see precisely WHY you should be commanding a higher salary!

Tip #3: Create a value statement that distinguishes your work.
Can you describe your brilliance in just one sentence? My tagline is “The #1 Online Resource for Multi 6 & 7 Figure Executives.”  It’s a crystal clear and confident message that captures the attention of professionals needing resumes and coaching services! So what is your tagline?

Tip #4: Own your increase.
Most companies WILL respect your new salary parameters. Of course, that’s as long as your parameters are not 50 times what you are making now (although, I have seen some enormous salary increases).

Yes, acknowledging, defining and then ASKING for a higher salary can seem daunting at first, but after you fully accept you are worth it, I promise the confidence you’ll feel will be contagious!

Tip #5: Ask for more.
Generally, we put more value on things that “cost” more. So when you ask for what you are really worth, you will find yourself attracting the type of position or company that resonates with your new shift in perception. This is not any special law of attraction – this is simply exploring and defining a new belief and putting that new belief into motion.

If you are questioned in an interview about the salary you want (compared to the one you currently have), there are several great responses readily available in most job interview and negotiating books. I personally recommend Jack Chapman’s Negotiating Your Salary: How to Make $1000 a Minute.

Tip #6: Do what you love; ditch what you don’t.
Focusing your time and energy on a position that you love but a company you don’t is a big red flag that should inspire you to look for a company more in line with your professional goals and philosophies.

Likewise, if you feel stuck in your position, but you truly respect and enjoy your company, then it is time to reassess your current role. Part of valuing yourself (via a salary increase) is honoring those urges to shift your focus to more harmonious environments. You also honor your co-workers AND your company when you do this.

Tip #7: Take control and ride the wave.
Making the choice to increase your salary is life-changing. You will feel a surge of confidence when you begin to take control of your career and its direction – including how much money you make. The newfound confidence this will give you will serve you in multiple ways, including a continuation of new goals and boundaries you can create in order to give yourself a platform to rise to the fullness of your professional potential.

Most professionals that work for someone else believe they have little control over these matters. However, once you begin to understand that you are truly much more in control of your current circumstances than perhaps you once thought, you will start a positive chain reaction that can open doors to more work satisfaction, more potential to succeed and more money.


« Older posts

© 2020

Theme by Anders NorenUp ↑