Laura Duksaitė: How an Executive Searched for a Job Themselves, or 7 Tips for Executives Looking for Work

7 Tips for Executives Looking for a Job

A couple of weeks ago, I shared an article about the mistakes executives make when searching for a job themselves. I promised to also share practical advice — so here it is. Especially since I received quite a lot of feedback after that post.

Understand What You Want

When hiring others, we usually know very clearly what we expect from them. The same principle should be applied to ourselves: clearly define where and in what kind of role you want to work, and for which experience and expertise you should be chosen.

If I am an FMCG marketing executive, naturally, I will be attractive to the retail sector. If I managed a furniture manufacturing company and have export development experience, my expertise will also be valuable in other non-food manufacturing businesses.

However, if I am an executive from the financial sector wanting to move into manufacturing, the situation becomes more complicated. It does not mean it is impossible, but I will need to clearly demonstrate which of my competencies are transferable.

Clearly Understand Who Would Hire You

Just as we define a target customer when selling a product or service, we must also understand who our “buyer” is — our future employer.

Some companies will find our experience highly relevant, while others may not find it relevant at all.

Certain industries are particularly resistant to hiring professionals from outside the sector — for example pharmaceuticals, banking, e-commerce, FMCG, or highly specialized manufacturing such as laser technology companies. In these industries, direct sector experience is often expected.

Meanwhile, some service businesses are more open to executives from different fields because their operating models, regulatory environments, and business structures are more similar.

It is also important to remember that industries themselves are not homogeneous. Manufacturing, for example, can mean furniture, aviation, or food production — all fundamentally different. That is why it is essential to define not only the sector, but the precise direction.

Clearly Define Your Positioning

Executives often expect that they will not need to actively search for a job — that they will simply be “headhunted.” And there is some truth to that: the more senior the position, the more often executive search consultants initiate conversations with strong candidates.

However, there is one important condition: someone needs to know that you are open to new opportunities.

And for that, you need a clearly defined positioning — your elevator pitch.

How would you describe your professional essence in two sentences?

For example:

• I am a finance executive in the industrial sector.
• I specialize in export growth within the pharmaceutical industry.
• I help scale B2B service businesses.
• I am looking for a Chief Commercial Officer position in manufacturing.

In Job Interviews, Talk About Yourself

When coaching executives, I often notice the same pattern: when asked to introduce themselves, they start talking about the company they work for. They have become so identified with it.

They speak about company size, revenue, markets, expansion. All of that matters — but the company is not you.

What the hiring side truly wants to understand is:
What exactly did you do? What was your contribution?

Not:
“The company entered the Polish market.”

But:
“Under my leadership and through initiatives led by my team, we entered the Polish market and achieved €X million in revenue within two years.”

Not:
“A crisis was resolved.”

But:
“I initiated a restructuring, optimized operations, and restored profitability within one year.”

The ability to crystallize your strengths, articulate achievements, and support them with measurable results is one of the most important aspects of such conversations.

Prepare for the Interview

When candidates arrive unprepared — without understanding what the company does — it raises concerns.

Yet executives themselves, often being extremely busy, sometimes arrive equally unprepared for interviews they have been invited to.

This creates disappointment on the hiring side. Companies and executive search consultants invest time expecting the candidate to take the opportunity seriously.

Both consultants and employers genuinely want executives to succeed in interviews. They want a strong conversation and, ultimately, a successful hire.

You do not get a second chance to make a first impression.

That is why preparation is essential — just as you would prepare for an important business meeting:

• Research the company’s activities;
• Understand its business model;
• Define how your experience could create value specifically for that organization.

Learn How to Search for a Job

Executives are used to networking for the benefit of their companies — but not necessarily for themselves personally.

Mentioning that you are open to new opportunities is completely normal. The important thing is not to remain vague.

“I’m looking for something in finance.”
“Maybe you have some management role?”
“I’m looking for a leadership position.”

These descriptions say almost nothing.

When I ask:
“What about a finance role in an accounting company? Or managing the construction of a new manufacturing plant?”

it often becomes clear that they would neither want nor be able to lead such businesses.

Indeed, not every role is suitable for everyone.

That is why it is important to spend time clarifying your direction and sending a clear message to the market.

Two Questions to Ask Yourself

If you want to find an executive role that truly suits you, answer at least these two essential questions:

1. What exactly do I want to do, and where do I want to do it?
2. Which specific knowledge, experience, or skills should make this organization choose me?

These two simple questions already contain half of the answer to a successful job search.