Most senior roles are filled before they are advertised — through search mandates, board networks and direct approach. Positioning determines whether you are findable when it happens.
At executive level, the advertised market is the minority of the market. Roles are filled through retained search, through board and investor networks, and through direct approaches to named individuals. None of these channels has an application form.
What they share is a dependence on how you are described and remembered. A consultant building a longlist works from reputation, referrals and whatever record they can find. If your public positioning is vague, outdated or pitched below your actual level, you are excluded without ever knowing you were considered.
Being findable is therefore a positioning problem, not a visibility problem. The goal is that the people who might name you — and the documents that represent you — all describe the same leader, at the right level, with evidence.
Written by Joshua Olanrewaju, Founder & CEO of Joshua O. CareerForge.
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