Scope is the story
At senior level the reader is not checking whether you can do the tasks — they are establishing the size of what you have run. Budget, headcount, geography, P&L responsibility and the nature of the mandate matter more than a list of duties.
What changes at this level
A short leadership summary earns its place at the top. Roles are described by mandate and outcome rather than responsibility. Board, committee and advisory positions belong in their own section. Length can extend to two or three pages, but only because each page is carrying evidence, not because the history is long.
- Scope stated explicitly: budget, team size, region
- Mandate per role — growth, turnaround, integration, build
- A leadership summary that is not a list of adjectives
- Board and advisory positions separated out
- Consistency with the public profile a search firm will check
Confidentiality
Where figures are commercially sensitive, describe magnitude rather than exact numbers — “a mid-eight-figure budget” is defensible where a precise figure would not be. Never publish something you would not be comfortable discussing.
No promises about outcomes
We do not claim that any of this will get you hired. Hiring depends on the market, the role, the other applicants and timing — none of which we can see. What we can do is make sure your documents are not the reason you were passed over.