Jobs

I need advice on approaching both a C-suite and board job search.

Elaine Varelas provides strategic guidance on navigating a job search for both a c-suite and board role.

Ask the Job Doc. Boston.com

February 19, 2025

2 minutes to read

Q. I am an EVP/C-suite leader. I am looking for a new c-suite position and for a corporate director board seat. When I reach out to top executive recruiters about a full-time role, should I mention, “and by the way, I’m also looking for a board seat”?

A. C-Suite job searches are significantly different and yet very much the same as lower-level job searches. The more senior you are, the higher the expectations are in all your behaviors. Every communication, every meeting, your written communication style, how you treat people from administrative support to janitors is closely monitored. Your behavior and actions are all under observation by everyone that you encounter, whether they represent the organization that you might want to join or the retained search firm that you’re interested in approaching. Every interaction needs to occur at a C-suite level.

And so, I encourage you to take the time to review any developmental feedback you’ve ever received and ensure that you’re presenting yourself as an A+ candidate in every interaction as you seek out opportunities. You’re looking for a full-time role and a board seat and some executive recruiters work in both those categories while others specialize. Know who you are speaking to. It will matter to them.

Each role you are seeking is significantly important and deserves the seriousness of your communication about them. Part of the challenge of articulating a title for the role you’re looking for is that it narrows you down. If you talk to a recruiter about C-Suite leadership roles, you can articulate whether that would be as part of the executive team or the board. Communicate the scope of the roles that you’re looking for without articulating specific titles that you’re most interested in.

If they pressure you to choose one or the other (C-suite or board role), you can respond by saying that that you’d really need to take a look at the specific role and how you would be able to provide the most value to the organization.

Never reject yourself from any opportunity. Let them provide guidance and answer where they see you providing the most benefit, and what they see as the opportunity. You can use the same strategy when contacting retained search professionals via email, in person, or by phone. You can use a similar strategy when talking to networking contacts you want to connect with.

Many C level people will say they’ve never had to look for a job and that they have always been approached. Don’t take that as the methodology. That’s a gift, and maybe it will happen, but you can’t wait. Be very proactive by following the latest news and developments, especially concerning board matters. Follow organizations on LinkedIn, listen to podcasts, and sign up for newsletters. Be visible. Some suggested resources for staying up to date on board matters are listed below.

Governance Intelligence

Directors & Boards

KPMG Board Leadership Center

Deloitte Center for Board Effectiveness

PwC Governance Insights

NACD Directorship Magazine

Corporate Board Member

The Conference Board

Harvard Law School Forum on Corporate Governance