How to Headhunt Your Next Role: The Executive's Inside Guide
Photo by Christopher Campbell on Unsplash
If you've been placed by a headhunter, you know the power of being found. A professional recruiter will introduce you, address your concerns, manage the process, negotiate on your behalf, and help you manage your career path.
In the past five years, increased redundancies and shifts in hiring have led more senior execs to apply online and more companies to rely on internal teams rather than search firms, except for high-profile or confidential roles.
This means job seekers are relying on online applications or dealing with companies directly, with no one brokering the deal or handling objections.
What if you could use the same strategic thinking recruiters use to land the role you want?
That's exactly what this is about.
After years of working as a strategic, research-led executive search consultant for fashion, luxury and lifestyle brands, placing senior executives and building leadership teams, I've seen every side of this process. The candidates who thrived. The ones who were strong on paper but lost the room. The searches that took three months and the ones that took twelve.
But it wasn’t until I started working privately with individuals that I realised just how helpful my ‘insider’ knowledge would be, as most people don’t really understand what goes on behind the scenes in executive hiring decisions.
So I created a job search accelerator specifically for senior leaders who want to take control of their next move.
Why the Executive Job Market Is Not What You Think
Whilst we’ve seen more senior roles advertised, most executive appointments (especially in competitive sectors like fashion, luxury, and lifestyle) are filled through networks, retained search firms, and direct approaches long before a job spec reaches LinkedIn.
That means if your job search strategy is built around responding to adverts, you are already operating in the smallest, most competitive slice of the market.
The executives who move well are the ones who understand how the ecosystem works and position themselves accordingly. And increasingly, they have someone in their corner who can help them navigate it all.
Phase One: Clarity – The Foundation Everything Else Is Built On
The single biggest mistake senior leaders make when they begin a job search is moving too quickly to tactics before they've done the deeper work.
They update their CV, reach out to a few headhunters, and start applying. Then, three months in, they realise they've been pitching for roles yet haven't got any real traction, or they've not got beyond the initial call. And this is when anxiety kicks in because it feels like you’ve done all the right things, but nothing is sticking.
Which is why in the first phase of the Accelerator, we get up close and personal with your ideal scenario, no-brainer options, positioning, transferable skills, and a strategy to help you achieve your goals.
We explore purpose and meaning for you in a professional context, using your values as a practical filter so you can assess cultural fit confidently and walk away from the wrong opportunities without second-guessing.
When you're clear on this, every conversation you have becomes sharper. Every application becomes more targeted. You start spending your time where it counts.
Key takeaway: Start with self-clarity to focus efforts effectively.
Phase Two: Positioning — It's Not Just About Self-Confidence
There's a version of career coaching that's essentially cheerleading. "You're great! Believe in yourself! You've got this!"
That's not this.
Self-confidence matters, but it’s your ability to inspire confidence in others, the headhunter, hiring manager, and CEO, that secures your placement.
In this phase, we work on how you tell your story, not just what you've done, but why it matters and where it's going. We refine how you articulate your value proposition to be compelling to the specific decision-makers you'll be speaking with.
Together, we review your CV, LinkedIn profile, and executive narrative to ensure they work together to position you as a strong candidate.
We make sure your profile’s real strengths are visible and convincing to key decision-makers, all while staying genuine.
Phase Three: Strategy and Process – Getting Yourself Out There
Once you know what you’re all about, what you want, and how to sell it, you need a robust strategy and go-to-market campaign.
This is where the headhunter's mindset really comes into its own. Because headhunters research, map, and target, they build relationships over time. And the job-seeking executives who get the best outcomes treat their own search with exactly that kind of rigour.
In this phase, we build your go-to-market plan: identify target companies and roles, understand your sector, know which search firms to approach, and create a proactive outreach strategy.
Knowing that your job search can easily run for twelve months or more, you need a strategy and a process that keeps you and your search focused and purposeful as you navigate the inevitable emotional rollercoaster.
Key takeaway: A sustained, strategic process is vital for success.
The Edge: Someone Who Knows the Room
Here's what makes this programme genuinely different from most executive career support.
I've sat on the other side of this process, not as a coach reading theory, but as a practitioner who has briefed with CEOs and founders, managed search processes from first conversation to signed offer, and navigated the politics and personalities that surround senior hiring decisions.
That means I can help you prepare for every conversation, understand how to read the brief, the room, and the profiles, and anticipate the questions they're likely to have.
This is non-judgmental, personalised guidance from someone who knows this world.
You’ll receive support specific to your needs, not generic templates or one-size-fits-all advice. I’ll help you navigate every stage with tailored advice.
For the Leaders Thinking Long-Term
Not every senior leader starting this process is looking for a new job tomorrow. Many are thinking about their next chapter, perhaps considering a portfolio career, a move to a different sector, or a shift from operational to advisory roles.
If that's you, remember that starting early opens more doors, and building the right profile and network is crucial. Understanding the landscape isn't a luxury; it's essential.
Ready to Approach Your Search Like a Headhunter?
The executives who move best in this market are those who treat their search as a strategic project, with clarity, intention, and the right support behind them.
If you're a senior leader in fashion, luxury or lifestyle and you're ready to take your next move seriously, I'd love to talk. Contact me here.
Tracy Short is a former executive headhunter turned personal leadership coach and career strategist, specialising in senior executives in fashion, luxury, and lifestyle sectors. She's spent decades on both sides of executive search and now helps leaders navigate career transitions strategically.