6 strategic moves to stand out as a senior leader (even in a crowded market)
Are you reassessing how you position yourself in the current market? Or rethinking how to use AI and optimise your CV to land your next role?
That’s exactly what I’m addressing in this article.
Here’s what I’m hearing in recent conversations with senior leaders and executives: The job market feels tight, competition is fierce — and they’re struggling to stand out when hundreds of candidates are applying for the same role.
One leader told me they spent several hours researching a potential employer and customising their application, only to be rejected the same day.
These individuals are more than qualified. They’re being selective about the positions they’re applying for and taking time to tailor each application — but getting nowhere.
When the market tightens, competition becomes even harder at senior levels. If you’re waiting to be selected or relying solely on job boards right now, it’s time to rethink your approach.
In this article, I’m sharing 6 strategic moves to help you stand out as a senior leader — even in a crowded market. You’ll discover how to move from competing with hundreds of other candidates to positioning yourself strategically.
#1 — REVIEW YOUR CURRENT STRATEGY
Start by assessing your existing job search activities and exactly where you’re spending your time and energy. Actively applying for roles, searching job boards and using recruiters is only one small piece of the pie.
One client I worked with had been actively job hunting for over 6 months. When we met they were frustrated and exhausted after spending significant time on their job search each week. In fact, it’d almost become a full-time job!
We shifted their strategy to a couple of hours a day of targeted action. In less than a month, they had two clear offers on the table — and the confidence to make their next move with intention.
Here’s the lesson for you: Cut down the time you’re spending on job applications. Instead, redirect 70-80% of your efforts into activating your network, having strategic conversations and creating opportunities. When you move from reactively applying to proactively creating conversations, you will take control of your job search.
#2 — TAP INTO THE HIDDEN JOB MARKET
When I worked in recruitment, we used to say less than 30% of roles were ever advertised. This means a large portion are filled via conversations, referrals and internal networks — before they’re publicly posted.
If you’re only responding to advertised positions, you’re competing in the most crowded part of the market. By this stage, a potential employer has already decided what they’re looking for and is assessing multiple candidates against the same criteria. Often, they’re basing this decision on the last person in the job — or someone currently acting in it.
The bottom line is this: Using your network allows you to access opportunities before a formal hiring process begins. And at senior levels, many roles are created with a specific person in mind. When you tap into the hidden job market, you cut out the competition and access the 70% of roles most candidates never see.
#3 — LEVERAGE THE RIGHT PEOPLE IN YOUR NETWORK
When looking at your network, I like to break it down into 3 levels.
First, your warm contacts. These are the people you know directly — close friends or colleagues, past peers or old bosses.
Second, friends of friends — or people your warm contacts can introduce you to. Think of this as your first and second degree connections on LinkedIn.
Third, your cold contacts — brand new people you meet at a networking event or via cold outreach.
The biggest mistake I see people make is starting with cold contacts first. Not only is this more uncomfortable (and often procrastination-inducing!) it rarely gets results.
For example, I met one client who was frustrated after reaching out to over 50 cold LinkedIn connections over 6 months — with no response. We refocused her approach to a few key warm contacts in her immediate network.
Here’s the takeaway for you: Rather than cold outreach, start with people who already know you. Then get an introduction to a trusted connection in their network. Because when you leverage warm connections and trusted introductions, you start seeing results faster.
#4 — BE STRATEGIC ABOUT WHO YOU CONNECT WITH
I recommend splitting this into two categories: people and target companies.
First, create a list of five organisations you’d love to work for and identify at least one contact within each. Start with direct contacts you know working in those companies — even if they’re in a different role or business area.
Have a conversation with them and then ask for an introduction to key decision-makers or someone in your preferred team. Next, look for first-degree contacts who can connect you with people inside those target companies.
Second, consider the people in your network more broadly. Who do you know doing work (or elements of work) which interests you? What about those in roles or industries of interest?
Again, begin with warm contacts or people your direct connections can introduce you to.
LinkedIn is one of the best tools you can use to map your network strategically. Follow your target companies and use the People tab on each company page to find first and second degree connections. You can also search for people via job title, industry or location.
When it comes to connecting, always send a direct message or email to your first-degree connections. With second-degree connections, find a mutual contact and ask them to make an introduction where possible.
The lesson for you is this: Take the time to map the market and align your networking activities to roles and organisations of interest — rather than relying on scattered outreach. When you’re intentional about who you connect with, you will position yourself for the right opportunities.
#5 — MOVE FROM RESEARCH TO REAL CONVERSATIONS
In a recent interview with LinkedIn expert Karen Tisdell, we talked about how to use LinkedIn to find the right people — and take those relationships offline.
LinkedIn is a great research tool, but it’s important to move from analysis into action — and actually talk to people! Karen and I agreed the best way to do this is via informational interviews. This is essentially a conversation with someone about the work they do.
Before contacting someone to set up an informational interview, start with a clear intention. Know the reason you’re reaching out — whether it’s to learn more about their career path, organisation or get their industry insights. Focus on gaining market information or building the relationship — not looking for a job.
When asking for an informational interview, be upfront with your request. Let the person know what you admire about their work or career experience. Ask if they’d be willing to set up a short 15-20 minute conversation (in person or via virtual meeting) to share their insights and advice as you plan this next chapter of your career.
Always be clear you’re not looking for a job — and offer to support them in return. This immediately removes the pressure and makes it more likely they’ll say yes. Also, resist the urge to send them your CV if they offer to circulate it internally.
In the actual conversation, make sure they are doing 80% of the talking. You want to ‘interview’ them about their career history, work experience and how they got to where they are. Go in prepared with questions about their daily responsibilities, what they enjoy or find challenging about their work, progression pathways, and your transferrable skills or gaps.
If the discussion shifts into questions about you or your job search, move the focus back to them. Close the conversation by asking: Who else do you recommend I speak to? Then get them to introduce you.
Here’s the bottom-line: Informational interviews are one of the most powerful ways to build long-term relationships with future mentors, sponsors or hiring managers. Some of my own closest peers, referral partners and supporters started as conversations like this.
These decision-makers will also think of you before they’re hiring — or refer you to someone who is — giving you access to the passive job market. When you focus on building long-term relationships, you’re part of the conversation before roles are even defined.
#6 — OPTIMISE YOUR CV TO COMMUNICATE YOUR VALUE
To close, let’s talk about your positioning on paper.
My first tip is to create one optimised document — or a couple of versions of your CV if you’re targeting different roles. Within this document, identify 3-5 core competencies that make you unique. Under each, list a couple of specific, measurable achievements that demonstrate your impact.
Once you have this master document, the second tip is to customise your resume to each application. Shift the order of your core competencies or add any listed in the job description which aren’t on your standard CV. Spend time here — but cap it at 1-2 hours, not several.
The third tip I have is to limit your use of AI. Senior leaders are spending hours using AI to write their CV or match their experience to each application.
However, the biggest issue I’m seeing with AI is that it produces generic profile statements and long lists of skills or responsibilities which dull down your point of difference. At senior levels, you don’t stand out by sounding the same as everyone else. Instead, highlight your unique value proposition by focusing on the core competencies and specific, measurable achievements that set you apart.
My final tip is to avoid over-formatting. One client used lots of fancy tables, graphics and complex layouts. It looked impressive — but too much formatting causes issues with applicant tracking systems and reduces your chances of success.
Simplify your resume. Use clear headings, bulleted lists and lots of white space to make it easy to read.
Here’s the takeaway: Your CV is a supporting document, not your primary strategy. When you optimise your CV to communicate your unique value, you will stand out as a senior leader.
So there you have it. The 6 strategic moves to help you stand out — even in a crowded market. I hope this helps you stop competing with hundreds of candidates and take back control of your job search.