Market & executive search
How senior hiring works, search firms, interviews, references and AI screening.
How executive search works
Retained search firms are paid by the company to run an exclusive, confidential search for a specific senior role. Contingency recruiters are paid only on placement. Senior searches typically take 8 to 16 weeks from kickoff to signed offer.
The hidden market
Many senior roles are never advertised. They're filled through search firms, board and investor networks, and referrals. Being known to two or three specialist recruiters in your field matters more than applying online.
Backchannel references
For senior roles, companies often call people who know you but weren't on your reference list. Protect your reputation: leave every role well and keep former managers close.
Senior interview formats
Expect a structured competency interview, a business case or 90-day plan presentation, panel interviews with peers and board members, and sometimes psychometric or leadership assessments.
Your executive résumé
Two pages maximum. Open with a 3-line leadership summary, then scope (P&L, headcount, markets) and quantified outcomes for every role. No photo, date of birth or personal details.
AI in screening
Many employers use AI to screen candidates. New York City requires bias audits and notice, Illinois requires notice since January 2026, California's anti-discrimination rules cover automated tools since October 2025, and Colorado's new law takes effect in 2027.
How-to guides
How toGet on the radar of executive search firms
- Identify the 5 to 10 search firms and specialist recruiters that place leaders in your function and industry.
- Update LinkedIn with a clear headline (function, industry, scope), quantified achievements and "open to work" set to recruiters only.
- Send a short, confidential note to a consultant: your current scope, what you would move for, target compensation and locations.
- Stay useful: refer strong candidates to recruiters even when you are not looking. They remember who helps them.
- Keep your résumé, references and a one-page leadership bio ready so you can move within 48 hours when the right search appears.
How toPrepare a 30-60-90 day plan presentation
- Research the company: annual report, earnings calls, press, product reviews, leadership interviews and LinkedIn team structure.
- Frame 3 to 5 hypotheses about the biggest opportunities and risks for the role.
- Days 1–30: listen and learn (stakeholders, customers, team, data). Days 31–60: quick wins and a diagnosis. Days 61–90: strategy, org changes, KPIs.
- Keep it to 8 to 10 slides. Show how you think, not a finished strategy.
- End with the questions you would need answered in week one. It signals judgment.
How toHandle backchannel and formal references
- Choose references who saw your work at the level of the new role: a former manager, a peer and someone who reported to you.
- Brief them on the role and the 2 or 3 strengths you want them to speak to.
- Assume the employer will also call people not on your list. Address any known issue proactively with the hiring manager.
- Thank references and tell them the outcome.
How toAce a panel or board interview
- Ask your recruiter for names and roles of every interviewer and what each will assess.
- Prepare 8 to 10 STAR stories (Situation, Task, Action, Result) covering leadership, conflict, failure, growth, transformation and ethics.
- Quantify results: revenue, margin, headcount, time saved, customer metrics.
- Tailor your questions to each interviewer's function.
- Send a personalized thank-you email to each panelist within 24 hours.
Explore more topics
Compensation
Base, bonus, LTI, sign-on, sales comp, pay transparency and exempt status.
Read the guideEquity & long-term incentives
RSUs, PSUs, options, vesting, 83(b), deferred comp and clawbacks.
Read the guideExecutive agreements
Cause, good reason, severance, change in control, covenants and D&O.
Read the guideVisas & green cards
O-1, EB-1, EB-2 NIW, L-1, E-2, H-1B, Gold Card and citizenship.
Read the guideTaxes & wealth
Federal, state, SALT, equity taxes, FBAR, PFICs, estate and the U.S.–Italy treaty.
Read the guideBenefits & time off
Health plans, 401(k), HSA, ESPP, disability, PTO and parental leave.
Read the guideYour rights at work
At-will, discrimination, whistleblowing, background checks, AI rules, WARN.
Read the guideLeaving a job
Resigning, layoffs, separation agreements, severance and garden leave.
Read the guideLeadership & culture
U.S. vs. Italian work culture, leading U.S. teams, hybrid work.
Read the guideCredentials & licenses
Degree evaluation and licensed professions: PE, CPA, bar, medicine.
Read the guideRelocation & life
Housing, credit, banking, driving, schools, insurance and Italy ties.
Read the guideTalk to us
We place senior and specialist professionals with leading Italian and international companies across the United States, and guide you from first interview to your first 90 days.
Information reviewed September 2026. General information only, not legal, immigration, tax or financial advice. Laws change frequently and vary by state and personal situation; consult qualified professionals.