The executive job search follows different rules from the general market. Most management roles are never posted on job boards: they are filled through networks of contacts and headhunters. Lou Adler, the creator of the Performance-based Hiring methodology, estimated in a survey shared by LinkedIn that up to 85% of positions are filled through networking. For an executive, this completely changes where it pays to invest your time.
The hidden job market for executives
The more senior the role, the less it is advertised. A general management vacancy rarely shows up on a job board: the company prefers discretion, wants to avoid a flood of applications, and goes straight to trusted people or to a headhunter. This is what is known as the "hidden job market", and it is where most senior positions are decided. The practical consequence is clear: if you only respond to posted openings, you are competing for the minority of roles—and in the most crowded arena at that.
This does not mean job boards are useless; they are simply one more channel—the most visible, but not the most decisive. The winning strategy combines a presence in what is published with constant activity in what stays hidden.
The 5 channels where executive roles really get filled
| Channel | How it works |
|---|---|
| Network of contacts | Most positions are never published: they come through a direct referral. |
| Headhunters | Michael Page, Hays, Spencer Stuart, Odgers Berndtson, Egon Zehnder. It pays to be in their databases. |
| To be found by recruiters and to do direct outreach to executives and CEOs. | |
| Specialised job boards | InfoJobs, EURES (Europe), Indeed, Adzuna. |
| Direct search | Identify target companies and reach out before they ever post a vacancy. |
How to activate your network without looking opportunistic
Many executives neglect their network until they need a job, and by then reaching out feels forced. The key is to give before you ask: share your point of view, congratulate others on their wins, introduce people who can help one another. When the time comes to look, the message is direct and honest: explain what you are looking for, where you add value, and ask for advice—not a favour. People are glad to help someone who knows exactly what they want.
Realistic timelines
An executive search in Spain lasts, on average, between 4 and 9 months. The key is to sustain the activity without burning out: 5–10 well-prepared applications per week deliver more than 50 mass mailings. It helps to treat the search as a project, with weekly goals, follow-up and a review of what is working.
Executive search plan
- A map of 20–30 target companies.
- A complete, achievement-focused Base CV.
- A specific adaptation for each opening.
- A LinkedIn profile optimised with industry keywords.
- Contact with 3–5 headhunters in your sector.
- Weekly follow-up on every application.
Their application has to translate efficiency, costs, processes and team management into a clear, quantified executive narrative.
For a new market, their message must demonstrate launching subsidiaries, a managed P&L, market-share growth and the ability to build a team from scratch. International headhunters are looking for exactly that combination.
Common mistakes that drag the search out
- Waiting until you are out of work to activate your network: ideally you nurture it all the time.
- Sending the same CV everywhere: without adaptation, your conversion rate plummets.
- Ignoring headhunters: not being in their databases leaves you out of the hidden job market.
- Not measuring: without follow-up, you have no idea which channel is working for you.
How ZenitJob speeds up the process
ZenitJob scans EURES, InfoJobs, Adzuna and other sources every day, and shows you only the openings that are relevant to your profile. It organises your applications, reminds you of follow-ups, and centralises your CV and your pitch. That way you spend your time on what moves the needle—quality contacts and applications—instead of searching and keeping track in spreadsheets.
Sources
- Lou Adler, survey on hiring channels shared on LinkedIn (2016).
- AESC (Association of Executive Search and Leadership Consultants) and industry firms, on the duration of executive processes.
- European Commission, EURES job portal (eures.europa.eu).