Professional cv writer worthwhile?

B

Blackrock1

Registered User
Messages
1,719
I am at that stage in my career that my next job move will be to a CXO role (why so confident i hear you cry, well i wont leave my current job if its not )

anyway its dawned on me that my cv is the same trusty document that got me this far albeit updated for new relevant experience as time has gone on, but 15 years later its probably due a proper overhaul and is no longer fit for purpose.

does anyone have any experience of a professional cv writer that they would recommend or am i over thinking it?
 
I had initial chats with a "professional" CV writer who was recommending some truly crazy things. Suggested I put my CV on a cut out of an octopus to demonstrate my ability to multitask. That was the end of that conversation/my pursuit of getting help with my CV.

I have opted to do the CV myself, keeping it to 2 pages and eliminating any nonsense. I will be spending a decent amount of time on self promotion (something I despise) via my LinkedIn profile (haven't had one before this month) and doing as much networking as I can.
 
At that level, you are likely to be dealing with head hunters and specialised recruitment consultants rather than applying directly for roles. I would probably have a discussion with them around your CV before paying someone to do it for you only to then find out, it is not what companies are looking for. I presume by CXO you mean Chief Executive Officer level??? Don't usually see CXO (American company currently by any chance??)

I did deal with someone a few years ago when I was made redundant and the company paid for coaching and cv help etc and they were pretty good. Will see I can root out the details.
 

yes thats generally how it works, and they will ask for your cv and take elements of it and weave it into their proposal for their client. That said they still generally take what you give them so on that basis it is probably still worthwhile having it reviewed.

By CXO i mean c suite so CEO, COO, CFO etc etc.
 
.[Edited when I saw CXO explanation]

If you are at that level, find a reputable recruiter - not as easy as it sounds ! Bear in mind, your next employer will pay the recruiter tens-of-thousands for you so they should easily undertake to write your CV. But you will have o give them the bare bones and some colour i.e. 'achievements' or 'wins'.
 

They won't just take what you give them at that level. That's not how it works. You won't even see the vast majority of these roles advertised to be honest. I would have up a couple of meetings with head hunters if I was you. They will quickly tell you what is required. Meeting these people first is more important than having a perfect CV.
 

I get a picture on a CV and it goes in the bin. This isn't a dating agency. And avoid templates at all costs at any level of employment. But at executive level??? Would be laughed out the door.
 

they effectively have so far, and the people i am dealing with are at the top end of it, not the regular recruiters with an 'executive search fn'

I know how it works, the roles arent advertised, you are approached by the exec search firms.

That said a no of co's dont use exec search because of the cost, for example revolut are looking for a CFO for their Irish operation and its a listing on linkedin. So in that case at least having your cv in its best shape (as well as you linkedin profile) would be a help no?
 
I am probably not making myself clear here, my cv is fine, i know how to do a cv, but i am conscious of the fact that the roles i am now aiming at i will be competing with everyone from people of my vintage to people 20 years older who have done it all. Therefore my cv being fine probably wont cut it.

I dont think a picture on a cv is good advice, i tend to pass on those myself.
 
Of course it is always worthwhile having your CV in the best possible position. Guess I am just not sure what value someone else will bring to it for you..... If you are at that level, you know yourself what works and what doesn't. It is funny though. A proper LinkedIn profile is becoming more and more important...
 

funnily enough im much better at ripping someone elses cv to shreds than properly critiquing my own!
 
@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 ...
 
One final comment in general is the length of any CV - do not exceed 3 pages and ideally 2. I spent most of today interviewing people at the level below CXO and shocked to see 5 and 6 page CV’s. One even told me they produced weekly status reports in a role 4 years ago !!
Key is quantifying your achievements - increased sales by X%, reduced costs by y% or grew market share by z%.

Yes, executive recruitment is different but there is a very different approach depending on the company - traditional v disruptor v start-up, public v semi-state v private, multi-national v local etc. Target your approach and don’t be afraid to get professional help to achieve the edge over the competition ! Most of us would never consider tackling a plumbing problem - why would we not engage a professional around the creation of our personal brand !
 

I'd hazard a guess that if you simply applied to that job you wouldn't hear back.

If I could ask a question, what makes you think your next role should be C Suite?

Generally in my experience (Banking - Global IB) is that C-Suite are promoted internally then move companies rather than firms hiring somebody into a C-Suite role from another firm who wasn't at the C-suite level before. Of course there are always exceptions and dropping down to a smaller firm may help.

Essentially you need to have your linkedin / CV showing that you are doing a c-suite role without having the title.
 
I understand what you are saying, but I think it depends on the type of company you are looking at. I would consider a Global bank to be a very traditional type of company in that regard and be conservative in their approach - so either promote internally or bring in someone with solid experience at the level. Others such as disrupters or more start-ups are likely to take a very different approach

The C-suite is also very hard to break into. I know many people who have tried for years and been unable to make it in. Simply put its at the top of the pyramid, and for every 12-15 roles at the level below, there are probably 3 roles at that level - so demand is high. There is also limited opportunity to move upwards (only CEO), so you are really stuck waiting for retirements, reshuffling or new opportunities.

Good luck with it all, and hope it works out, but it may very much be a long game, or you may be very lucky !
 
Andrew365 said:
If I could ask a question, what makes you think your next role should be C Suite?
Click to expand...

i said it will be or i wont be moving, effectively i am doing 80/90% of a c suite role where i am and paid accordingly, therefore i wont move at the same level because its unlikely anyone else would hire me in at a level below c suite at the same pay.
 
Andrew365 said:
Generally in my experience (Banking - Global IB) is that C-Suite are promoted internally then move companies rather than firms hiring somebody into a C-Suite role from another firm who wasn't at the C-suite level before.
Click to expand...


there are generally 2 schools of thought, hire an older experienced candidate who has done it all before, but maybe doesnt have the appetite to get down and dirty building a team, functions etc etc, or hire an up and comer who is happy to do it all in exchange for the opportunity (for less pay most likely).

i know what i would go with, but different co's look on these things in different ways.
 

Global banks are as cutthroat as they come . I completely agree the opportunities narrow at the top and for a lot of firms internal politics play a role. I don't have experience directly of FinTechs but a lot of them are hiring execs based on who they worked with before and a few seasoned professionals.



I heard a quote before in relation to hiring consultants..."Nobody gets fired for hiring the top 4". Essentially there may be cheaper alternatives but by straying from the norm opens you up to being blamed for a failure.

What is blocking the C-Suite Status in your current role if you are already doing the job? In my opinion you should get a professional linkedIn resume, write some articles, pay somebody to share articles etc. Built up a presence as a leader and the companies will come to you and then you will have leverage.

In my opinion resumes are redundant as soon as you get your first job......I am just waiting for the rest of the world to catchup.
 
Yes, internal politics play a massive part in the process, and with every new CEO assignment the inevitable reshuffle creates opportunities as well as challenges based on existing alliances !!!
FinTech's (or disrupter's across other industries) tend to have started either as a pure start-up by young entrepreneur's or mature/seasoned executives who wish to do things differently. Think of Anne Boden's Starling Bank versus Valentin Stalf/Maximilian Tayenthal with N26. Anne was a seasoned banking professional with AIB, whereas the other guys came from a very different background.
However, a lot of disrupter companies reach a tipping point where the investors will want to bring on 'established' professionals in their domain.

Andrew365 said:
I heard a quote before in relation to hiring consultants..."Nobody gets fired for hiring the top 4". Essentially there may be cheaper alternatives but by straying from the norm opens you up to being blamed for a failure.
Click to expand...
I am exactly in this position in my role at the moment. The investors want consultants on board as they feel it will reduce overall risk - one throat to choke !! Its a complex situation to be in, but its a very difficult to circumvent ! Money talks ultimately

Andrew365 said:
In my opinion you should get a professional linkedIn resume, write some articles, pay somebody to share articles etc. Built up a presence as a leader and the companies will come to you and then you will have leverage.
Click to expand...
Absolutely agree with this - its all about the personal brand image as a leader. But this will include speaking at conferences/forums (if it makes sense in your role), writing articles supporting the approach you wish to take (think disrupter challenging convention versus the traditional challenging certain innovations) and maintaining an active social media 'professional' presence

The key to all of that is understanding the direction you wish to head, and where you think the opportunities will reside, both in terms of industry and type of company. Also need to consider the range of industries you wish to explore (hard to be knowledge across all of them etc). I would personally love to move into the technology side of fund management, but would be very difficult to break into at the moment given the 'closed shop' nature of the industry !
 
You must log in or register to reply here.
Menu
Log in
Register