@Blackrock1 I can relate to everything you said, especially regarding ripping someone else’s cv rather than critique your own. I was at a bit of a cross roads career wise a while back and I approached a number of ‘friendly’ recruiters I had used over the last two decades (and knew very well) and asked them to do the job for me. The feedback was very interesting and something I would definitely do again.
One key piece of advice is you always need a CV - even if head hunted ! The people interviewing you need something to reference during the interview process - unless you feel you won’t need to go through one. I was recommended to have 3 versions of my CV
1. For incumbent type companies, say BOI or AIB, who have strict processes to follow and likely to be more traditional in their approach
2. For the disrupters, so your fintechs, who are likely to be less traditional in their approach
3. A single page telling the story of who you are and your journey that you can hand to someone at any stage in the process you are talking in a formal setting
The use of infographics and/or imagery can be useful in disruptive players but likely to fall flat in traditional players. I found it a very interesting journey to do one up, as it forced me to focus on achievements and the story I wanted to tell. Photos not standard practice in Ireland but common elsewhere
Finally, consider your Linked In profile as an extension of your CV - and not just your profile but your social activity. Most CXO level I know are active on Linked In & Twitter but very controlled activity and a lot of times coordinated by someone else. It’s all part of the creation of the personal brand and the value of that brand !! Some of us will consider it nonsense but recruitment - like a lot of industries - is changing !
Good luck with it all ...