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  • Knowing your niche makes searching for a job easier

    People are anxious to find a new job immediately but if you jump into networking and recruiter calls without doing the research to define your niche, you will struggle because: Your LinkedIn will be generic and won’t engage people You will burn your network connecting too early without clarity You will waste cycles interviewing for roles you don’t want / aren’t a fit for You will struggle to convert interviews when you aren’t clear in your strengths and can’t speak with conviction “Getting out there and interviewing a lot won’t help you find clarity.  It may actually hurt you.”  Whispered Founder Why niching down is critical “Every ounce of your intuition will tell you to position yourself broadly - to cast a wide net.  ButThe wide net doesn’t catch good job possibilities because … humans can be expansive, but not reductive…. Your network can expand from your narrow niche and think of you for a range of jobs.  But paradoxically the inverse is NOT true.  They can’t take a wide (focus) and reduce it to a specific role.  If your statement is broad, most times they can’t even remember it or you.”   Phyl Terry Throughout our careers, we have observed this phenomenon thousands of times.  It is why when people say “if you hear of any interesting roles” we know we will struggle to help them… even though we want to . You will be shocked how powerful niching down can be.  Here are a few examples of how powerful combining your background, super powers and understanding of the job market: Executive #1:   This person had led SDR teams for 7 years before moving over to RevOps for the past 3 years.  They were struggling whether to go back to SDR roles or work to build a career in RevOps.  But we talked them through how given the rise of AI, more and more companies were automating the SDR function meaning the combined skill set positioned as a Growth Engineer would be much more powerful for them Executive #2:  This person had been COO of a company and was struggling to find their next COO role.  We learned about the deep customer operations systems and processes they had built and guided them to consider a role in Customer Success Operations.  They were hired to lead the CSOPs function at a public company. How to define your niche Below is a quick guide on how to define your niche.  We work closely with premium members to coach them on this process but you can definitely do it alone too: Do the background work:  Start by making a list of What you love AND hate doing Your must haves AND must nots Your strength AND weaknesses Get clarity on the role / company:  Use our template to build your focus statement . Work to niche down even further: Think from the perspective of the CEO/hiring manager.  What impact are you uniquely qualified to drive? Are there emerging roles and technologies that you can position yourself to be an expert in?    “The smart (executives) watch the industry in their spare time.  They study the categories and build thesis in their own mind.”   Andy Price , Artisanal Talent (see podcast starting at 49:50 ) Understand how the market sees you and pressure-test your focus statement:  Connect with 5-7 people in your network to review your focus statement These people should be former colleagues or connected friends Reach out to them sharing that You are talking to a few people you respect before starting your career search (this makes you less threatening) You want to make sure you target the right roles for your background You’d love to get their perspective about where you are focusing Call agenda Give quick context on call of where you are in search “If you were in my shoes how would you approach this job search” Share your draft focus/niche What do you think of my focus? Is there anyone else I should talk to? Thank them - this will be someone you can go back to once you start your search and someone you can keep updated on your search Once you know your niche Once you have defined and tested your focus, then you are ready to update your LinkedIn profile to reflect this.  Rather than listing your experiences, remember that people will give you <15 seconds to review your LinkedIn so you want to: Communicate a consistent single message about where you are focused Write a clear “About” section that speaks to your niche Align all your experiences to support this story Remove superfluous advisory roles that don’t support your story Use our article on Optimizing your LinkedIn  to make your entire LinkedIn profile align with your focus.

  • Why don’t companies (and recruiters) post executive roles?

    The more senior you get, the more frequently you’ll find that open positions are never advertised to the general public. As a general rule of thumb, the closer to the executive ranks a job is, the less likely you are to see it posted on an internet job board or in the classified sections. This dynamic feels frustrating to many of us senior execs looking for our next role, but there are good reasons why companies and recruiters don’t post roles.   Here are just a few Backfilling:  The company is replacing someone on the team and wants to start the search early.  They haven’t told the existing executive yet. “Confidentially (I'm not sure who at the company knows), they'll be looking for a VP of Customer Success and a VP of Marketing.”  Talent Partner Competition:  Job postings, particularly senior ones, can reveal a lot about a company’s strategy. Experience vs. Skills: With senior roles, the soft skills are often as critical (or more so) than the specific experience. These are hard to codify in a formal job description Evolving Role:  If a role is new and still evolving, the company may not be ready to define the job title or responsibilities.  They often want to meet candidates and refine the position.   Additionally for fast growing startups, the job may be changing during the application process. “Please keep this hush hush, as we do not plan to post and really want to focus on being strategic in our search for this new hire.”   In-House head of GTM recruiting Recruitment team bandwidth:  There is a burden to sort through job applications particularly for senior roles where many junior people without the backgrounds stretch to apply. Companies want to do the right thing and respond to everyone - it is important from a brand perspective - but they increasingly are choosing not to post senior roles.   “Most listings for exec positions receive thousands of applications.  We default for senior roles to searching directly”  In-House Exec Recruiter LinkedIn has changed the game:  Instead of getting overwhelmed (see above), companies can target executives with the skills they need. “That (sifting through hundreds of applications) takes time. It makes the recruitment process very slow and expensive. It also burns hundreds of great candidates who put in a huge effort to apply, but don’t succeed because they don’t quite fit this particular role. Now imagine if I start the process by contacting ONLY people who already have what I’m looking for  (which I can see from their LinkedIn profile).”  Richard Triggs ( see full article ) AI has changed the game:  Increasingly candidates are using AI to apply to roles online. This results in many more applications that are harder to differentiate. Recruiters Don’t Want Candidates to Circumvent Process:  Many companies use recruiters to keep roles confidential but also recruiters want to control the quality of candidates they refer.  Learn More about "Whispered Roles" If roles aren't posted, they are whispered. Whispered allows recruiters and companies to confidentially share roles with top executives. Recruiters and companies trust us with their confidential roles We don't charge to post roles.... we get paid by top executives For select roles, we have built the Whispered Roles™️ approach combine the best of a posted role (reach) with the advantage of an unposted role (confidentiality)

  • Keep your network updated on your search

    Keeping your network updated during your job search is one of the most powerful things you can do to: Stay top of mind with your network for opportunities they see Maintain contact so you can reach out for help with introductions You’ve probably experienced someone do this at a world-class level before and even if you weren’t able to help them, you appreciate their sincerity and approach. While the power of keeping your network engaged in your job search is obvious to most people, very few job searches do this because it requires a lot of effort to execute.  This article provides a guide on how to keep your network updated in your search… and beyond. Who to include and how to add them to your updates You don’t need to have a perfect list to start.  You can add / update your network list along the way.  The most important thing is to take the first step with a small group.  Some great buckets of people to add to your list include people who: Have helped you before in your journey You have worked with before Have strong networks where you have started to build a relationship "Who are those people that you have just clicked with over the arc of your career? They are much more likely to help you and ... and they probably have shared values with you so that they will be a decent proxy for you in the market. You might overlay that with 'are they relatively plugged in.' Once you have this list put these 10-20 people on a every 2 week rotation of where you are checking in with them" Adam Ward @ Growth by Design Talent ( see podcast ) You don’t want to add people to a mailing list without first asking.  Some great ways to engage them include: When you chat with someone ask if you can keep them updated on your search. Make sure when you connect with people you are clear in your focus and specific . Tickle them on LinkedIn and share you are looking for your next role Format for updates These updates don’t need to be long.  They can be quick.  Some tips include: Personal:  You will send these updates at scale (see below on how to do that) so make sure not to make them casual and informal. Reiterate your focus:   Clarity in your search  helps people help you.  Remind people of your focus role and superpower Progress:  People love to help people who are making progress.  Include quick insights on activity + learnings / progress Make it easy for people to help you:  Always include a link to companies you are targeting  that people can help with introductions NETWORK UPDATE TEMPLATE Hello xxxx , Here is a quick update on my job search for [role title] Since [we chatted / my last update…], I have [insert relevant activities here]. I have learned [insight / lesson]  Here are a companies [link to target company list] I’m actively targeting - if you know folks at any I love intros Thanks for your support - let me know if I can help in your journey too. Thank you – [Your Name] LinkedIn How to send updates We recommend you send an update every ~8 weeks.  While you can send manually this ends up being intimidating leading people to skip or delay updating their network.  We’ve evaluated different solutions to send mail merges from your gmail account and recommend Mailmeteor  based on: Security:  Most others require access to all your emails, Mailmeteor only requires the ability to send, not see your emails and limits their access to Google Sheets you share with them Price:   They have cost effective options. When you send updates you will get a lot of quick replies with support and learn quickly which people you can ask for help/assistance.  Always reply to those thanking them and if you have quick asks to make helping easy those work well. Once you have found your role This powerful way to leverage your network doesn’t just work for job searches.  It can be a powerful tool for your career.  Once you have found your job we recommend: Sending an update and thank you to your list Removing people from the list who you didn’t build relationships with / weren’t helpful Then you can continue to use the list to send annual updates - the holidays are a great time.  These updates are less about asking for help and more about staying in touch and finding ways you can give back to your network.

  • Using AI in your executive search

    This article provides a cheat sheet to all the ways you can use AI in your next job search and the specific prompts we’ve found most effective.   🚧 This is a work-in-progress. We love to hear AI prompts you find valuable. Drop us a line at team@whispered.com 🚧 Polishing your profile You should NOT start looking for your next role until you have clarity on what you are looking for.  See our free guide on Career Clarity  before you dive deeper.    Once you have clarity, you’ll want to leverage that clarity to update how you present to the market by polishing your LinkedIn profile .  A few areas on your LinkedIn profile that you can use AI include: Your headline:  This should be punchy, short and clearly emphasize a single story.  Don’t be afraid to niche down  vs. stay vague and don’t add tons of terms to increase searchability.  That is great for junior roles but doesn’t work for senior roles. I’m looking for 5 punchy LinkedIn headline options that perfectly position me for [title] roles. The headline should meet the following criteria: Start with my current role and a snappy, memorable phrase  that highlights my value (e.g., Transforming Revenue @ Uber ). The second part of the headline should only include logos from companies where I've worked and that have raised more than $10 million in funding . These should be brief and impactful (e.g., ex-Box, Upwork, CultureAmp ). Keep it concise —the goal is to grab attention quickly and stand out without being too wordy. Avoid repeating the target title in the second part, just the logos from past roles that meet the funding criteria. Role Descriptions:  People don’t click “see more...” to see the full descriptions on your LinkedIn.  Make the first 140 characters pop.   Take the detailed information below and provide a <140 character summary of my experience that emphasizes the scope of the team I led, the revenue impact I had and how senior I was.  Separately after a carriage return include a 3-4 bullet more detailed summary [insert detailed description of the role, scope and your impact] Outreach (coming soon) Interviewing When you get an interview, a great approach is to create an AI thread for each company you are interviewing for.  You can keep coming back to it throughout the interview process as it will keep the context from prior conversations. Company Research:   You need to come prepared to every interview and with AI it is easier than ever.  Focus your questions on how you’ll succeed, not just on selling yourself .   I’m about to interview with [Company Name] for the position of [Position Name].   Use this article on how to research a company and this one on how to take control of the interview to draft a list of 7 questions I can ask.  Company website: [Website URL] and Position [Job listing URL or your description of it]use this article to refine those questions and make them more specific.  Make sure to show deep industry understanding. Paste text from this article Questions you may be asked:   You should also anticipate questions you will be asked.   Write answers for challenging [Role] questions: compensation talks, employment gaps, job transitions, setbacks, and aspirations. Create response templates balancing honesty with strategic positioning. Include industry context. My resume: [Paste Resume]. Job description: [Paste Job Description]. Interview Followup:   Write an impactful post-interview communication plan for [Role]. Incorporate meeting insights, solution proposals, and enthusiasm reinforcement. Create timing strategy and engagement markers. Design multiple touchpoint approaches. Interview notes: [Key Points].

  • Optimize Your LinkedIn

    LinkedIn is the modern resume and .  In many cases (particularly for executives) you may no longer be asked for your resume. LinkedIn is the first thing recruiters and hiring managers look at.  They make a VERY fast judgment about you based on your profile.  So, invest the time to polish it. Here are our best practices (honed with feedback from top executive recruiters) for cleaning up your LinkedIn profile before beginning a search. 💡 Before you start editing your LinkedIn profile, make sure your network doesn’t get notified about updates by turning off notifications.  You can do this by going: Settings & Privacy → Visibility → Visibility of your LinkedIn activity → Share profile updates with your network → Off Background image (aka banner) Be thoughtful about this, innovation can hurt, rather than help. Never have a blank background - its just wasted real-estate If you are at a company (or recently left), the best option is your corporate background. It shows you are currently employed and sends the right signal. If you have a personal branded background you will likely be perceived as not interested in full-time work Using a generic scene background is always fine (and safe) if you are truly between jobs. We are building a library of ones we think are effective and neutral . The one below is great as it could be perceived as you on stage at a company event;) If you aren't in a job, here is an example of an effective generic scene background Your Photo Make it a good one - don’t get funky. If you are going for a C-Level role, a professional photo of you on stage with a microphone makes you look even more important;). Don't look too old in your photo ( ageism is real in hiring ). It is totally ok to use a photo from 5-10 years ago. If you need a more professional photo check out Secta Labs . AND.... Make sure your photo displays even if people aren't connected to you. This is a classic mistake people make that they don't realize Headline Align this with your one-pager to be really clear about what role you do, your super-power. Make clear your focus on full-time roles: Remove pieces of the headline that could suggest you aren’t focused on full-time roles (i.e. advisor, thought leader….). We also see a lot of people put board member in their headline to indicate you want to be a board member but now is not the time to confuse things. Highlight your current (or recent) company: If you don't put your current company in your headline you seem a little desperate. Even if you have been gone for a few months you can include your current company / role succinctly (i.e. CRO @ Vendr) Niche down: The more specific you are with the role you are seeking and the value you drive the more it engages people . Be concise: Keep your headline short and to the point. Highlight past logos: We love highlighting meaningful logos in your headline (i.e. ex Uber/Salesforce) Be creative + memorable: Highlight your super-power succinctly and help people know / remember you personally. Use action words, power words, and attention-grabbing phrases to make your headline stand out. Make people want to read further and learn about you. Some of our favorites of all time. I wrangle chaos and bring strategic quality to the revenue tech stack more coming soon.... Don't optimize for the algorithm: Don't optimize your headline for search with lots of keywords about all your skills. Those you will cover in your role descriptions "Don't optimize your LinkedIn headline for algorithms (don't list skills, keep your headline simple). At the senior level, with unposted roles you are more likely to be reaching out personally." Whispered founder Experiences Logos: Never have an experience without a logo… you can always create a company with a logo if it doesn’t exist or link to something fun. Here are links to some useful ones: Career Break : A way to professionally own a break Various Companies : A great company to put all your advisory roles under. See below Various Startups : If you are advisor and in a break but fractional this is a nice way to position it. We've also seen people group multiple short-term roles under this in some cases. Impactful Descriptions: Make sure the description for each experience provides succinct, provide clear insight into the impact you drove + scope you managed and quantify impact. Put quantitative results where you can. On LinkedIn you can have more swagger and fun with the impact you drove but put numbers! Include the size of the teams you managed. Don't make people guess People will NOT click "see more" so prioritize making the first 2 lines impactful See some of our favorite examples here Fractional / Advisory / Community Experiences: Since you are looking for a full-time job, We recommend NOT listing each advisory role as an experience - it will look like you aren’t focused on full-time work. Instead, put all fractional / advisory roles under a single item on LInkedIn. Above the Fold: Be really thoughtful about the experiences “above the fold”. You want the key elements of your career story front and center. While they will always show by date, you can merge/delete/don’t show things that will push your key experiences “below the fold” Role Progression: If you've been promoted in your role and you've been there a while, show each position you had. It helps show progression within that company vs. one long experience. Skills: We don't recommend using LinkedIn skills on individual roles. These can be distracting and at at a senior level people aren't looking to understand what tools you have experience with but your soft-skills. Titles: Consider refining the titles on your roles to best position yourself for the role you are focused on . Featured Articles: If you have written / spoken about topics related to your experience, you can link those posts / articles to specific experiences. You can also feature these on the top of your profile. Ageism is Real: As you get older, feel free to pull off your very early experiences and remove dates from education . About (Description)   Have a punchy description that engages people in the first person (3rd person is creepy:). Use stories to engage people who visit your profile. A simple approach is to use the “Value I Drive” content from your 1 pager . Also add a few side passions to give yourself some personality / provide hooks for people to engage with. Recommendations Asking for recommendations on LinkedIn is an excellent way to showcase your skills and expertise to potential employers and recruiters. Try to have everyone you would give as a reference to also add a reference on LinkedIn. A great way to warm up references and reconnect by saying “I’m about to look for the next role, I wanted to ask if you would be a reference (and also share one on LinkedIn)" Recruiters judge people with strong references higher Open to Work Turn on LinkedIn “available for hiring mode” to appear on recruiters radars. This is especially effective if you are in a role similar to the one you are searching for. It can yield a lot of inbound opportunities. Note: We don’t suggest to make “Open to Work” visible for all on your LinkedIn profile. From convos with recruiters / execs, “it can appear desperate” "You lose all leverage when you have "Open to work" on your profile as a senior candidate. Companies will deprioritize your application because they know they can have you." Chris Gannon , Founder at Captivate Talent 💡 Whispered's Executive Directory offers a new, free way to stand out with top recruiters Other LinkedIn strategies To Post / Not to Post That you are looking on LinkedIn?: For junior roles, we love posts that share that they are searching. But for more senior people, recruiters/hiring managers have shared they see it as a negative. “While you may be thinking to yourself, ‘I’m going to get a bunch of likes. This is going to feel really good. I’m going to share my story —I don’t see how it personally helps you.” Nolan Church, former Google Recruiter Content: Content can add more depth to your LinkedIn profile. See this article on the power of writing . Dates: Feel free to remove dates from education if you don’t want to state your age Custom URL:   You can customize the URL of your profile. This looks better on your resume / email signature. You can find it by going to your profile and clicking “Contact Info” (located right below your photo) Update how your headline caches on LinkedIn: LinkedIn caches images for a long time. This means that your current headline might not be the one that shows up when you (or others) share your linkedin URL via LinkedIn ;). There is an easy way to fix this... ju st go to this URL and re-enter your LinkedIn URL - it will force a reset in the cache/ That feeling when your LinkedIn is polished! Use AI 🤖 to accelerate your search We've collected the best prompts to help you polish your profile and accelerate your search . Do you know how to find your next role?

  • How to work with recruiters

    Recruiters are valuable in your search. This page describes how to work well with them (to help both parties) Connecting with Recruiters When recruiters aren’t a fit: Recruiters are great for folks with a clear career vision , with experience in the field they’re pursuing. Recruiters are typically expected to identify candidates who check every box the client is looking for. Therefore, recruiters are usually unable to “take a chance” on someone with a nontraditional background for the role because most clients expect to see the type of professional they asked for in the job description. Researching: Recruiting firms and recruiters themselves have focuses / specialties. Do your homework upfront and only reach out to ones that specialize in what you are focused on. Premium Whispered members can also leverage our Recruiter Database and introductions. Connecting: Ideally have someone intro you for a role before reaching out. Starting the relationship with an introduction from a candidate they thought highly of is a valuable way to start the relationship. The first call The first call will almost always be 30 mins. Recruiters are often back-to-back so make sure to be brief/respectful of their time Always take the first call even if opportunity doesn’t sound that interesting. You will get to build a relationship with the recruiter and may learn something that could change your mind Treat the first call as an interview. Recruiters are gatekeepers to the hiring company so be prepared for them to ask you detailed questions about your background. The first call is critical as they will put you in their database as low/mid/high priority and that will affect what opportunities they ping you on Sometimes candidates are cagey with certain information, and it always ends up hurting their candidacy. Be open about your expectations including salary and location Be clear in your focus for your next role . This will help them add you to their database so when they have a role that fits they will find you in their search Have a point-of-view on the sectors and trends that are driving your search / the problems you want to be solving Recruiters are NOT career coaches. Don’t complain, be desperate, be negative . If you need a career coach see this page . "The best recruiters are not merely matching candidates based on their past work deeds. They also want to understand your specific passions and career objectives, & how your past experience informs them versus constraining you. Being specific here helps too”. Chuck Brotman @ Blueprint. Good questions to ask the recruiter: The questions below can help you understand the search and also communicate to the recruiter you know how to collaborate with them. “What phase in the search?” Assuming the recruiter is candid it will help you understand things like the stage of the search, if the client is difficult, how you might be able to help (see below) “How would you describe the Founder/CEO/Hiring Manager?" A good recruiter will professionally inform you but you might have to read between the lines “What are you working on right now that I might be a sounding board for or even a networking help on?" This might not go anywhere but it can sometimes open an unexpected connection/door and show you're interested in helping them too. Passing on an opportunity Be thoughtful and candid with recruiters when passing. By understanding how they work with clients you can also add value. If an opportunity doesn’t initially feel like a fit, it is ok to investigate a little before declining. Generally, we suggest taking the first call but when you are going to be introduced to the client, be conscious that if you don’t engage sincerely, it doesn’t reflect well on the recruiter. A positive approach that also clarifies your interest is to offer “if you need a quality candidate / stalking horse I’d be happy to help”. This shows the recruiter you respect them and can also help them. They may have a client who needs to see different flavors of candidates to move to a decision. Decline based on what you feel (i.e. I know I don’t want to manage a team in India) vs. something subjective they can push back on (i.e. don’t like the CEO) Communicating during the search The more you communicate with the recruiter the more effective they are for you. A simple text / email to the recruiter after an interview is so helpful as it gives them (and the candidate) a leg up when communicating with the hiring manager. Recruiters can help candidates get information/access throughout the interview process so the more upfront candidates are about their hesitations, the better. “For example, I recently placed someone who really wanted to talk to a customer before getting to offer and I was able to facilitate it in an organic way vs. it being a "demand" at offer stage.” Although they might like you and advocate for you, recruiters are not decision makers on who to move forward in the interview process. They are, however, usually the ones to pass on the good or bad news. It’s not personal when they tell you it isn’t a fit. They don’t want to waste your time or set false expectations. "Heard from Bob that the call went super well on his end and you mentioned moving him forward to X" is very different from "How did it go with Bob?" Robynne Templin @ Will Reed Staying on Recruiters’ Radar Recruiters get paid by clients rather than candidates so understand that they are unlikely to ping you with new roles. That said, candidate networking is important for the great recruiters so they appreciate hearing from you respectfully. Here are a few ways to engage them, including: Introduce them to companies: It goes without saying but recruiters get paid by working with companies. If you see a C-Level person struggling with a hire, introduce them to a top-notch recruiter (see my database below). If you know of a hot company starting to ramp hiring, share that with your favorite recruiter. Introduce top talent to them: If you have someone you deeply respect who is searching and has an impressive background this is a great way to stay top-of-mind for recruiters. Have a high bar for these introductions. Stay in touch with recruiters, not firms: Have a board of good recruiters in your network. Identify 10 that specialize across different sectors and stay on their radar. Make them your priority to engage with. It's always the person not the company, so if that person moves, don't hand over to someone else in that company, just focus on that recruiter and follow them basically Other Strategies with Recruiters If a recruiter offers to introduce you to a company that they don’t have a search for, as long as they are reputable you should feel comfortable taking them up on this. While some firms send redacted resumes to "bait" hiring managers, it's not a great look. For most quality firms, sharing great candidates can help them build relationships with companies. It is not only cool but a great best practice to call recruiters you respect (even if they didn't work on the search) to ask for advice on compensation . This demonstrates to recruiters that you respect them, that you are getting legit offers and brings them additional information on comp. Always accept recruiter’s LinkedIn invites, even if you are in a role. You can message them when you start looking with a note like “You messaged me about an opportunity at [Company] back in [Month]. I wasn’t in the market for a new role then, but I am now. I wanted to reconnect to see if you had any roles aimed at [Insert Specifics]. If so, I’d love to connect!” 💡 Get Endorsed by a Recruiter: One of the best ways to get noticed by recruiters in Whispered's Executive Directory  is to have endorsements from them! If you know a recruiter who doesn't have access to the Executive Directory yet, share this page on how we partner with recruiters . We ❤️ introductions to recruiters via partner@whispered.com Do you know how to leverage recruiters, talent partners and investors in your search?

  • FAQ

    You've got questions... ...we've got answers (to the most frequently asked questions) Whispered is early in its journey (our founders still have day jobs) but deeply committed to our mission, with every decision guided by our core principles For Executives (aka Candidates) Executives are who we built Whispered for. We have a unique model that makes searching for a full-time executive role less scary. Learn more about our model and how we charge below. How does Whispered help executives looking for roles? Whispered helps executives accelerate their job search with tactics and databases.  Whispered addresses six challenges executives face in their job search. You don’t know where to focus  → Whispered's career guides help you get clarity Jobs aren’t posted  → Whispered's unpublished roles help you see more opportunities You don’t know the game  → Whispered's tactics help you leverage key channels better Your network is stale  → Whispered's connections help you hit the ground running You don’t know which companies to target  → Whispered's company insights help you spot breakout companies and avoid toxic ones It is lonely  → Whispered's community helps you collaborate and get connected Does Whispered find me a job? Whispered helps you search better but your success is all about what you put into it.  Executives who  “work out loud”  are incredibly successful with Whispered. Is Whispered career coaching? Whispered focuses on helping you accelerate your search once you have clarity while coaches focus on helping you get that clarity. See details on how Whispered and career coaching are different and complimentary . What do I get with Whispered Free membership? Whispered's free membership gives you: Full access to all our career content Credit access to our Company Insights (upon approval) Free career strategy feedback Inclusion (pending qualification) in our Executive Directory We are always working to extend more resources to free members so check-back regularly What do I get with Whispered Premium membership? We provide a complete system to help you find your next full-time role.  Whispered doesn’t do your search for you, but it equips you to do it better by helping you: Find unposted roles Spot breakout companies Avoid toxic situations Get seen by recruiters and build relationships with investors Leverage the networks of our community Find support and guidance through the process   Here is a video on how our model takes the fear out of the executive job search .  Unposted roles are definitely a key part of how we help executives but they aren’t a silver bullet .  See quotes from executives about the ways Whispered helped them. What type of executives does Whispered work with for Premium? Our free content is built to help anyone.  For Premium members we focus on executives who are: Senior:   Roles below director are published. Our model surfaces senior unposted roles . A (and polishable B) candidates:   Top talent is critical for talent partners.  We can coach strong candidates who need a little polish . Searching for full-time roles: We can teach executives tactics to find full-time roles .  There is no replicable formula for part-time roles. With venture-backed companies: Connections with investors  and talent partners  create a mutually-beneficial flywheel Is Whispered Premium Membership selective or open-to-all? Given we collaborate personally with each Premium Member we limit the number of Premium Members we invite each month.  We don't have strict requirements but look for people who: Believe in our entire model (aren't here just for the job listings) We feel confident introducing to our network (particularly top recruiters and talent partners) Are givers (people who we know will contribute insights, roles and introductions themselves) Can take feedback (are open to our input/guidance) Why do you charge executives?  Companies spend billions to find and evaluate talent but, until Whispered, executives had nobody in their corner.  Our founders felt the pain of executive job searches and we’ve built the model that each of us would have paid for.  Learn "why Whispered charges candidates" Do you offer trials or monthly options? No.  We only offer premium membership as a 'per search' price.  We invest time upfront and believe that people need to fully commit to their search to be successful vs. viewing Whispered as a way to find a few unposted roles.   Recognizing that this model isn't for everyone, we work to give free access to as much of our expertise and databases as possible. How much does Whispered cost? Do you offer discounts? Whispered’s career content, advice and executive directory is free for everyone. Our paid memberships are designed to accelerate your search, reduce stress, and help you land at the right company.  The rate for Premium is $2,000 annually (good for as long as you are searching for your next role).  We offer discounts to executives who: Are referred by our recruiting and talent partners:   Executives referred by our partner recruiters receive a 10% discount. Recruiters can also endorse you in our Executive Directory  to boost your visibility. Learn how to leverage recruiters! Learn more about how to leverage recruiters .   Introduce a new recruiter/talent partner to Whispered:   Strong candidates build relationships with recruiters and talent partners. If you know a recruiter unfamiliar with Whispered, share how we collaborate with recruiters  and talent partners  🎉 Introductions to partner@whispered.com  earn a 25% discount after we speak with the recruiter - they don't need to partner with us for you to get the discount;) Are in functions we aren't yet deep in:   We have built a deep database of unposted roles  in GTM functions. For top executive in functions we are investing in (i.e. CS, HR, Product/Engineering, Finance) we offer an additional discount. Join with a friend:   We believe in the power of searching together  and if you have a friend who wants to join with you happy to explore additional discounts. Join with a spouse:  We know it is hard when both spouses are out of work.  We've heard this situation a few times and love to help in these cases.  We also get asked about discounts for people out of work and unfortunately we don't offer additional discounts - but with Whispered you can shorten the time to get your next job. Contribute substantially to the model before applying:   The Whispered model works best when executives are contributing as that benefits all members.  Some of our best members have started off contributing deep insights and unposted roles before applying.  In special cases, we've given these people who have embraced our model additional discounts. Contribute to the model in unique ways:   We've loved some of the creative ways our fans help what we are building Alumni  Our alumni stay involved with contributions and helping other members and we provide discounts when they come back for their next transition. Can you help multiple executives who are seeking the same role? Yes.  Here is how we approach it: We believe that it is better to know (and collaborate) with other executives and know the other folks competing for a role. This allows you to share insights on the role / company and even figure out which of you is best qualified. For roles with multiple executives searching concurrently, we have exclusive community channels where they can collaborate together.  You are welcome to opt-out of this but we find the support and collaboration provide great value.  Learn more about the power of searching together . If a role isn’t fit for one executive, they can refer others in: There are many different skill sets and levels of seniority (as well as Geo/Industry focuses) so we frequently see executivtes refer each other in. We only admit members who are collaborative: We assess this upfront. You can share roles privately and work them first.  Call this out in your submission and the role will be added to the database but not slacked and only visible to you and whispered leaders. For Partners Whispered works in collaboration with recruiters , talent partners , investors  and companies  to connect great talent to great companies. Do partners have to pay for Whispered? No. Whispered is free for all partners How do I partner with Whispered? Roles A core feature of Whispered is our deep database of unposted roles . Learn how to submit and how we secure access to these roles. Why can only paid members access unposted roles? There are a number of reasons why companies and recruiters don't post roles .  We respect those reasons and have built a model to work with companies / recruiters to make these roles available quietly to qualified candidates who respect that confidentiality. We have worked with top recruiters to help them feel comfortable that roles shared with Whispered remain confidential  and don’t spread publicly. To maintain confidentiality for our partners, unposted roles are only available to vetted, premium members who agree to our tight confidentiality policies.To  help as many executives as possible, in January 2025 we began allowing companies the ability to post their role as a Whispered Role™️  and let non-Whispered members apply.  With the launch of our new platform in Q12025, you will be able to see anonymous descriptions of select unposted Whispered Roles™️ and apply anonymously. .   How are roles secured? Based on feedback from top recruiters, we empower the person who submits a role to determine how their roles are shared / secured.  When you submit a role , you can select from: Posted - It is posted publicly  Unposted - Whispered team   Only our team will know the name of the company.  We won't share the company even with Whispered members.  We will send you relevant candidates Unposted - Whispered members (default)    Company names are shared only with Whispered members who have agreed to our confidentiality policy Unposted - whispered role™️  Same as default but we also distribute your role anonymously with key communities .  Given the extra effort, Whispered reserves the right to move these to default What is a Whispered Role™️? A Whispered Role™️ is an unposted executive opportunity shared confidentially through Whispered’s network. It gives companies and recruiters the reach of a posted role while keeping company details private , ensuring top candidates see opportunities they wouldn’t otherwise find. Confidentiality Whispers don't happen when people don't trust who they whisper to. Confidentiality is a foundational principle for us at Whispered. How do you protect the confidentiality of executives? We know that searching for a role (particularly while in another role) is scary .   All executives agree to our confidentiality policy  and on Whispered you can keep your search whispered.  Please also refer to our Privacy Policy  for full details.  How do you protect the confidentiality of roles and insights shared with Whispered? All company insight contributions are anonymous (we do verify identity upon submission) and we've designed our roles database to give submitters full control of how loudly their role is whispered (see below).   We don’t share unposted roles outside our paid members who have agreed to our confidentiality policy . Do you use AI? Yes:  We use AI to allow us to scale ourselves in the following ways: Executives:   Review executives profiles and categorize based on the fields listed here Companies:   Add fields to help executives  identify breakout companies . Investors:   Identify which companies they have invested in and recent funding. Company Insights Executives, investors and others whisper confidential insights on companies to us. These help our executives spot breakout companies and know which to avoid. How do you get confidential insights on companies? Executives who interview with companies can ask detailed questions. For years they have been confidentially sharing them with us . Investors also share insights with us, typically in return for credits to understand breakout companies and their portfolio. You can contribute and earn credits today . How do you protect the confidentiality of insights? See our Confidentiality section above Does Whispered edit company insights? We do not edit user-provided data unless it violates our company insight guidelines . We use AI to integrate new insights with prior insights. How are tags added to company insights? We use AI to tag insights. We always love suggestions of new tags. What do you do if a company doesn't like an insight that's been posted about them? We are happy to connect with the company and work with them either to add additional information or remove the insight completely. If we remove the insight we will notify our community that the insight was removed at company’s request. Companies can contact us via support@whispered.com Credits Our data is provided by executives and partners. We use credits to incentivize and track contributions. Why does Whispered use credits? Whispered's app operates on a system of credits because we want to: Incentivize Contributions: Core to the model of Whispered is "paying it forward".  We built credits into our model early to encourage people to share data to help others.  Share Broadly:  Whispered started with a few executives sharing insights to help each other in their searches.  We want to help as many executives as possible make the right company choices.  Credits allow us to share company insights securely and broadly. Avoid selling information:   While certain features of Whispered are gated to paid members, we resist selling data/jobs and instead focus on offering a complete solution to help executives. How do I earn credits? You can earn credits in the following ways: Contributions of company insights:   1-5 credits (depending on how insightful they are;) Contributions of unposted roles:  1 Credit per role Refer users who mention you by name during signup:  1 Credit Tag us  in a post on LinkedIn:   We'll give you a credit for the post + 1 for each person who signs up off it and references your post (this last piece we track as best we can;)! Connect us to a new talent partner or recruiter   We know many but always love connecting with new ones.  If you have one you think we should meet, email us at partner@whispered.com Premium members receive unlimited credits How can I use credits? Credits can be used within the Whispered app for: Company insights:   Upon approval  you can use credits.  1 credit is debited each time an insight is accessed Roles:   Credits can only be used for unposted roles by paid members Why can't I use credits for roles without a paid membership? We have worked with top recruiters to help them feel comfortable that roles shared with Whispered remain confidential and don’t spread publicly. To maintain confidentiality for our partners, unposted roles are only available to paid members who each agree to our confidentiality policy. More Questions? Whispered is a new model. We love hearing questions and learning from you. Email us at support@whispered.com

  • The power of a Whispered Role™️

    There are a number of reasons companies/recruiters don’t post roles publicly . Unfortunately, this also means that companies miss out on great candidates (and candidates miss out on great roles). Whispered was created to connect executives and companies, while respecting the need for confidentiality.  To catalyze these connections, we’ve developed a way to “whisper” roles that helps everyone, including: Companies:   Reach top passive candidates confidentially Recruiters:  Extend the reach of searches without revealing client details Executives:  See unposted roles you wouldn’t otherwise see What is unique about a Whispered Role™️?  Whispered Roles ™️  combine the best of a posted role (reach) with the advantage of an unposted role (confidentiality). Companies can’t whisper their own roles Sometimes companies use recruiters to confidentially expand a search, but executives contacted will need to learn a company’s identity Whispered works with companies (and recruiters) to anonymize a role and share it via our network Interested executives can’t discover the company identity, but can submit their interest How does a Whispered Role™️ work? Whispered Roles™️ are free for companies and recruiters to share.  We provide this service because it creates greater access to roles for strong executives.   Below is the process for Whispered Roles™️ 1) Submit Role: Companies or recruiters can submit a role to Whispered . You control the confidentiality of each role you submit ( see all options ).  Select “Unposted - Whispered members + key communities” to request that we whisper your role Include details in the “Notes” section that clearly articulate the: Scope of the role (functions, team size) Criteria you are evaluating candidates on You can also submit a role to just Whispered members (our default role setting)   The Whispered Role™️ option is an additional amplification we do for select roles based on the criteria below. 2) Role Reviewed: Whispered reviews each role before it is published.  To be eligible to be amplified by our network, each role must: Be Unposted:  There isn’t much point in whispering a posted role ;-) Be Senior :  Whispered focuses on VP+ level roles with venture (or PE) backed companies Have Clear Requirements and Evaluation Criteria:   We can only amplify roles that have clear criteria that allow executives to evaluate fit without knowing the name of the company.  If we require more information to amplify a role we will contact you. Submitted by Person Evaluating Candidates:  As we send a list of interested candidates to the person submitting, we can only amplify roles beyond Whispered that are submitted by a company or recruiter leading the search. We will endeavor to support all whispered role requests but given the extra coordination for Whispered Roles™️, we reserve the right to limit role distribution to just Whispered members.   3) Role Anonymized + Amplified: Whispered will anonymize the description and get your feedback before we share it beyond Whispered.  Whispered will share with key community leaders relevant to your function.  We will only share: An anonymous description of the role The criteria you are evaluating candidates on This link to submit their interest  (executives can only submit if they have the criteria) 4) Executive Application and Connection:  Whispered will enrich and filter candidates who express interest We enrich each candidate and provide the following fields to make filtering candidates easy We provide additional data on executives endorsed by recruiters or Whispered You can connect directly with candidates or Whispered can make introductions to those you are interested in speaking with “We partnered with Whispered on our Head of RevOps role. They quickly introduced us to a number of great, vetted candidates and materially helped our time to hire!”   Doug , President @ Kustomer

  • Search Strategies

    There are a number of search tactics you can use. We recommend spending 80%+ of your time on the top strategy for you. The right strategies for you depends on your background, connections and the types of roles you are looking for. For people we collaborate with on their search we are happy to advise on where you should focus: Back-Door: Use job boards to find open roles but don’t apply to jobs online. The noise is too much, you won’t stand out. Instead use these tactics . Drafting: Find the select few people doing the role you want today. Build deep relationships with them as they will get hit up by recruiters. You want them to refer you in to recruiters with “I’m not interested but you should really talk with (your name)” Your Network: Your close and broad network can help you connect with companies. Before you start, you need to know which companies you are targeting. Get clear on the company profile here and then use the Whispered Company Insights to target specific companies. Use your 1 pager to catalyze your network to make introductions. When you do, you can “ask for input on your search”, chat with them and then share your 1-pager as the leave behind to get them thinking about how to help you. Network . Studies show that moderately weak connections are the most effective for finding a role. So don’t just focus on people you know well but have a constant drumbeat of reaching out to weaker connections to touch base. Research target companies. Find the CEO and who you know in common. Send casual tickles to them and when they connect you can ask for intros. Searcher Community: Leverage the networks of other Whispered searchers via the community and introductions Understand the role you would work for if you are hired (i.e. Head of Revops —> CRO). Watch which companies have just hired that role and target them proactively. Connect with execs before roles are created to craft your role together. Give back: If you are building your network , you will also find others come to you for help. I consistently find that people I help end up helping me. Investors: Venture and Private Equity investors in companies have deep relationships with those companies and want them to succeed by finding the right talent. You can often meet with people who invest 1-2 stages earlier than you are focused as they will have companies that have blown up. Recruiters: Recruiters can, if you have the right background, be amazing source of actionable roles. Knowing how to work with both of the following roles and position yourself is something I’ve spent a lot of time researching / building tactics on Talent Teams at VCs Recruiters at firms Following mentors to another company: If you get a chance to work with a great team / manager again, jump at it because it dramatically reduces your risk and ensures you know what you are stepping into. But... often this strategy isn't available. "So many of my mentors have retired / gotten out of the game so following them is no longer an option." SVP of Sales Notes on Job Boards VC Job boards are typically just aggregations of their portfolio company job boards. You aren't likely to find executive roles there for the same reasons they aren't posted elsewhere Do you know how to find your next role?

  • Ambiguous Roles

    Smart people love roles that allow them to grow and always get excited about the following roles: Chief of Staff COO Business Development BizOps Operating partner General manager (so 'general' we couldn't write on it;) The great thing about these roles (that they can develop in so many ways and don’t force you to specialize) is also their biggest drawback.    In your 20s you want to add to your tool-belt.  If you can get one of the roles above with a great mentor, go for it! It can open up doors.  But, in your 30s you need to start to specialize and build a skill set.  If you don’t, you will discover yourself left-behind with an ambiguous background that is hard to market on your next search and definitely hard to build an executive career around. These are also VERY difficult roles to search for because: They often aren’t posted The roles are very ambiguous (as you’ll see below) Any time one of them gets posted, they get TONS of applications More often than not, these roles are promoted from within vs. hired externally.  If you are sharp and early career, don’t hesitate to take on one of these roles!  But, think hard as you get later in career, as it likely means a custom job search for subsequent roles. “Generalist operators are also a recruiter's worst nightmare”. Top Exec Recruiter Below are detailed thoughts on each of these roles Chief Operating Officer There are four different flavors of COO.  See this terrific article by Allison Pickens .  Below are the flavors Allison details and what background each takes. Chief of Staff:  This is more a early/mid-career role.  See our coming article on Chief of Staff roles.  This is typically hired at Series A. Operations Lead:  Generally these come from finance and .. increasingly RevOps Journey Officer:  When you need a more coherent customer journey and consistency of approach across marketing, sales, and customer success.  This also is titled as CRO instead.  Sales leadership experience (owning a number and succeeding here) is critical for this flavor.  This is often hired around Series A/B Runs the Biz: When you want to focus on the product, evangelism, and vision of the company. This COO type manages many diverse functions and may have the President title.  This one is often the most nebulous and its availability will depend on what other strong executives are already at the company.  This role is typically at later stage companies. Business Development There are similarly many flavors of business development roles, including: Channel:  These roles can also be growth partnership or distribution roles.  They are truly partnership roles Strategic sales:  This is really just sales… if you want to do sales, go do sales Licensing:   This is also just sales role.   “The BD function is either a 10 out of 10 in the value they deliver, or nobody knows why they are there.  There is rarely anything in-between”  Jeff Macomber Chief of Staff Chief of staff roles are by nature super-ambiguous.  They can include components of: Program/project manager Exec assistant Right-hand man/woman (this is what most people who apply for these are hoping for) And there are so many other flavors…. These roles are often 24-7, tour-of-duty roles even when you are working with a top-notch executive.  We advise people to be cautious of these roles if you are: over 30  have a child want work-life balance These can be dynamic with the right executive committed to exposing you to new situations early in your career.  But if the executive leaves, the role will likely change a ton or be eliminated. “I realize that a lot of my friends had career breakouts basically became the ‘right hand’ for a billionaire”. Jeremey Giffon on Invest Like the Best Podcast BizOps BizOps folks are sharp and can learn a lot about a business but at some point, unless you want to be a 60-year old bizops person, you will need to specialize.  BizOps is a great role for early career but if you find yourself in it in your late 30s/40s you are in danger of being behind your peers because: You haven’t specialized You don’t have deep experience leading a function You haven’t built the muscle of managing bigger teams with non-McKinsey folks You haven’t owned a number (in most BizOps roles this is the case) Finance and RevOps roles are natural transitions for BizOps folks.  Some considerations on both: Finance:  If you love numbers and strategy / planning finance is a great next step RevOps:  If you love systems and processes RevOps can be a great fit Operating Partner Operating partner is a role SO MANY of us execs aspire to.  But it isn’t always a great role - so firm dependent - and is often an end-of-career role.  See our article on Operating Partners .

  • How to research a company

    When you are interviewing, companies don’t tell you all the information. While the Company Database gives you powerful insights, when you go deeper in the interview process, you will want to ask direct questions to ensure you have as much information as possible. "Smart candidates ask for data (like historical financials, proforma...). You can and should ask for detailed information." Top Investor 👌🏼 Don’t forget to add what you learn to the Company Database to help other executives! Questions you should be asking What does the company’s GTM model look like? Do they have Product Market Fit Do they have Channel Market Fit Is Top of Funnel Working? What channels are working and can they scale top of funnel Where are the biggest limitation(s) in their funnel. There always is at least one What is gross, net retention. Companies with gross retention under 85% will struggle to scale. Companies with over 120% net retention are well positioned. Is the space attractive? Are there barriers to entry Is it a mature space: Ask “of the last 100 customers you have added, how many were new to what you do vs. switched from competitors?” If the % that are switched is greater than 25%, it is likely maturing quickly (and the breakout period is over) How is the company positioned financially? Is the company profitable? If not, what is runway? What is last valuation. Is IPO or acquisition still on table or have they lost all the options but IPO (tougher place to be but happens as valuation goes up) How efficient is the company? You can judge the efficiency of a company by revenue per employee. Ideally companies are >$150k at Startup/Early stages and >$250k by Mid/Late stages Is the culture a place you want to work? What is the CEO like (personality wise, tech/GTM focus…) as a company always takes their culture from the CEO Is the culture "product / sales / ....." led Is there lots of turnover at senior levels Ask senior leadership "What is the culture of the company and do you want to change it?" Is the senior management team experienced or doing it for the first-time Is the org structure in place for you to succeed? What dependency functions will you work closely with? How is your boss to work with? The user manual approach is a great way to diligence this Is this a new role or a backfill? Who can help you diligence a company? Don’t just talk with people on your interview panel. Triangulate and get lots of data points to help you make the right decision, including: People you interview with: Come prepared with hard questions. A great way to start the interview is “Feel free to start with your questions, but I’ve got lots of questions I’m excited to ask too”. Come prepared and never run out of questions;). Don’t hesitate to ask if there is someone you want to meet. If there is someone you will be working with closely but who isn’t on the interview panel it is good to ask why not. (particularly, make sure you meet your boss’ boss) Whispered: Use the community and also Whispered's Company Insights with contributions from hundreds of executives. Backdoor references: Use LinkedIn to find people who used to work at the company (Use the “Past Company” filter in a “People” search) Network references: As you start to get deeper with a company, share the company you are talking with when you are speaking with your network. Often they will know someone there who can help. Other ways you can research a company Use the company's software / service. Understand the experience and the stickiness Fill out a form on the company's website and understand their current prospect journey Do you know how to pick the right company and role?

  • The power of writing (and how to get started)

    The value of writing While many people encourage daily posting on LinkedIn to boost your followers, the type of writing I have found particularly valuable is longer-form articles. I believe writing is a great unlock for people’s careers and often advise folks who report to me or I mentor to start writing because it can: Create and catalyze dialogs with others who share your passion for a topic Think through ideas around a topic in a more structured way You share knowledge with others (in a scalable way) Establish you as a someone knowledgeable on the topic Build your reputation/personal brand My process People often struggle to create content.  Sitting down to create an article feels intimidating and often you don’t know where to start, so they just don’t do it. I have discovered that breaking it up into stages works well.  I use the following process 1. Inspiration:  Have an idea, add it to my board with a quick sentence Often when I am on a call, I will write down ideas to come back to later Podcasting is a great way to push yourself to articulate ideas in your head.  When your podcast is published listen to it and you’ll find a few great ideas Take a walk and listen to great podcasts while walking. It is a great way to clear your mind and get inspiration LinkedIn is a great source of ideas.  Read others’ posts and share a comment.  That comment could be an article 2. Ideation:   Create a google doc and add a few more ideas in adhoc way 3. Outline:   When the doc has enough content, set aside 30-60 mins to outline.  No pressure to actually write coherently, just structure my ideas "If you are going to write, make yourself a writing session. How long are you going to write? Don't just sit down with an open-ended session. You've got to control what your brain can take. You've got to know when it is going to end. You have to have an end time to your writing session." Jerry Seinfeld on creating a system for writing ( see full discussion on Tim Ferris' Podcast ) 4. Draft:   Set aside another 30 mins to write a rough draft 5. Post (Optional):   Share a short version of your article in a LinkedIn post.  The comments can provide new insights and also generate people for the next step 6. Refine with Input:  Engage a few people knowledgeable on this topic for feedback.  This provides a few benefits: Improve your article with input from experts Source great terrific quotes (makes articles more engaging) Reinforce your relationship with these people 7. Publish:  Publish the article (don’t forget to tag the people from the step above;). I don't have a strong view on where to publish (medium, linkedin....). I don't write frequently enough or on a single topic to do substack. Personally I like publishing long-term articles on LinkedIn  💡Tip:  I have found that AI is a powerful tool when you are drafting.  If you are having trouble wording something, try asking Chat GPT for suggestions.  Ways to leverage your writing I write articles on topics I speak about frequently and therefore regularly share these links with people including: People I advise :   Give a clear playbook they can build on Peers:   To continue to pressure test and refine my thinking People you manage/mentor:   Make advice on the soft-skills actionable Podcasts :   Frame the topics we can talk about Interviewing: Share a specific article related to a topic you discussed to really imprint on people how deeply you think about things Other Tactics Link between your different writings. That way when a person finds one of them, they can self discover the depth of your content Distribute through a newsletter / substack. It helps increase how many people see your content Feature your pieces on your LinkedIn profile. See our guide on optimizing your LinkedIn Other inspiring pieces on writing Article by  Nir Eyal  on  tactics to make the time to write  (time boxing, the importances of getting comfortable with discomfort) Podcast by  Sam Hinkie  around the  power of writing to help others understand your thought process  and engage with you Sarah Guo on  how writing led to an amazing new dialog Andrew Chen on how he met Marc Andreesen by writing Kyle Poyar's playbook for writing . If you don't subscribe to his content, do! Do you know how to build your brand?

  • If you hear of any interesting roles...

    We hear this constantly.  We've used it ourselves It unfortunately rarely works! Executives reaching out to their network often make a version of this ask. Unfortunately recruiters , talent partners and connected folks - while they generally want to help - virtually always tune this request out. “Make it easy on the other person.  When you talk to someone who has a lot of connections it is actually hard if you say ‘I’m kind of open to anything’ That is the least useful thing to say….. ”    Nick Mehta  on Who Got Me Here podcast Why doesn’t this work? Because it is too vague and doesn't give people a way to help you.  You haven’t: Been clear on what you are looking for Communicated the unique value you bring to a company Been specific on companies you are interested in Made the ask simple for your connection Been memorable What works better? You have to do your homework.   Get clear on the role you are focused on Understand the stage of company you are targeting Build a list of companies you are interested in Articulate your focus and unique value in a way that is memorable You need to be specific and make it easy for the person to think of connections they can make.  Some specific strategies include: Be clear :  Be clear in the role and type of company you are interested in Be specific:  Share a list companies you are focused on  - it will prompt ideas from people around connections they have at those companies Be memorable:  Niche down on your focus and nail the talk track  on your super-power.  Emphasize it with stories. Give first:  Try to figure out who you can connect the person with or how you can help them on their journey “It is really good to be specific because then people remember.  If you say to somebody ‘oh I’m just excited to work at a hot company’ that isn’t really helpful because… who isn’t?!”  Nick Mehta  on Who Got Me Here podcast Want to laser in on your focus? Whispered has a deep database of unposted senior roles . But roles are rarely a shortcut. You still need to put in the work to get clarity so others can help you. Check out Whispered's guide on career clarity and learn more about our proprietary resources to help executives looking for their next role.

  • Sharing Whispered with execs

    You talk to candidates every day and while many are “A candidates” , most need coaching.   While you want to help candidates, coaching takes time away from your business and doesn’t pay the bills. Now there is an easy way to help executives with their careers . Whispered  is built to help top executives accelerate their careers with   free career guides  and   exclusive resources Sharing Whispered is a scalable way to help candidates  with: Free resources to help them focus Coaching on how they can present themselves better A deep database of unposted (confidential) roles And, by sharing Whispered with executives, you: Save time coaching individual executives on their search Give executives a key resource they will value / remember Get free access to our Executive Directory  - a better version of LinkedIn’s “open for work” Ways to Share Whispered You can share the homepage - whispered.com - or a direct link to one of our guides / articles.  We often get asked these two questions about sharing Q:  Should I share with all candidates, even ones who aren’t as impressive?   A: Yes, share with everyone   While Whispered’s premium membership is focused on top candidates or ones we can polish , our free resources are designed to help everyone. Q:  Should I introduce them to you?  A: Instead of introducing us, please share our site with the executive.   When executives see the depth of Whispered’s unposted roles database , they typically want to “ chat about their search ”  We find sharing the site helps them understand the full scope of Whispered and guides them on how to communicate their search in a focused way. Here are some blurbs used by other recruiters to share Whispered to inspire you: Whispered is a service for executive talent that helps candidates accelerate their search with tactics and databases, get clarity, see unposted roles, and pick the right companies.  It includes a ton of great free resources and paid tiers. Whispered is a powerful resource to help executives focus their job search and find unposted roles. Whispered discount codes As a recruiter, you can request a discount code which gives executives a discount on our Premium membership.   All our services are free for recruiters.  Learn how we partner with: Recruiters Talent Partners Contact us at partner@whispered.com  to get started

  • When do companies hire a recruiter?

    Companies reach out to us regularly with help on roles.  As Whispered isn’t a recruitment firm (we help executives) we don’t do searches for them.  But we can help with: Introductions to Whispered executives Suggestions of other executives in our network Guidance on how to structure a role for success Introductions to recruiters specializing in their role / search We’ve observed that few companies immediately engage a recruiter but these are the key moments where it makes sense. When you start to think about a key executive role This is an amazing time to engage a recruiter.  This can help you avoid many of the mistakes described below.  Additionally they can outreach / find passive candidates and keep the search confidential (see all the reasons not to post an executive role )  When you lack internal capacity for an executive search During high growth times (i.e. 2020/2021) many companies were growing faster than their internal recruiting teams could keep up.  This was coupled with a lack of talented candidates on the market, limiting the quality and quantity of inbound executive candidates. When you want to fill a role fast Recruiters (particularly the big firms) have deeper candidate databases where they maintain relationships with active and passive candidates. They can move quickly and aren't constrained by internal deadlines. When you want to see a broader candidate pool Internal recruiting teams are often stretched then.  They are screening tons of inbound applications while at the same time trying to manage processes, close candidates and outbound at the same time.  When companies have unique roles and want to broaden the talent pool, recruiters excel here. “Recruiters are in the market every day, actively talking to candidates across their specialty and can give a good gauge on candidate sentiment and what they are seeing in the market currently.   Sometimes our clients have a very clear picture of what they need, what they think they need, or what their VC has told them they need. More often than not, they are surprised by a candidate they would not have even thought to look at. That’s where recruiters can be especially valuable, riffing off of the original idea of the perfect candidate to find someone who may be better in the end.”  Steve Leppert , Founder Collaborative Talent When you are hiring a new executive role If you are seeking a senior executive for a role you just created, it may be time to retain an executive search firm. When an executive search falls outside your area of expertise, an executive search firm can plug the knowledge gap with its domain know-how. When you have tried and failed Many companies try searching for executive candidates internally first.  If they fail to find and close the right candidate, this is a common time to engage a top executive recruiter.  Some of the reasons executive searches fail include: Compensation:   Companies want to pay lower than market.  Recruiters can help with benchmarks Over-restrictive criteria:  Some companies only want candidates who have worked at X and Y companies.  Recruiters can guide on other backgrounds.    Ineffective recruiting process:  When companies don’t know the problem they are solving with a hire they often design obstacle courses to assess candidates.  Recruiters can guide the requirements early and advise on the right interview approach. Unique executive dynamics:  Often there are unique aspects within your leadership that make it hard to hire.  Recruiters can hold top executive candidates hands through the process. Brand challenges: If your company has a bad reputation in the market it may be hard to source directly. Recruiters can reach out anonymously and engage candidates in a process. They can also speak positively about your company in a way that is difficult to do yourself. Run out of candidates:   If you have exhausted your network of connections for possible referrals, it is time to access another network. Executive search consultants are among the most well-networked people in the business. Are you ready to engage a great recruiter? Whispered maintains a directory of top recruiters by seniority and areas of expertise. Learn more about how Whispered can help your company find great talent .

  • Unposted Roles aren't a "silver bullet"

    Whispered has built one of the deepest databases of unposted executive roles. When people discover our list of unposted roles , they get excited and think it is a shortcut to finding their next role.   But a list of unposted roles is just one component of an executive job search and it rarely is a silver bullet. Why do people share unposted roles with Whispered? Executives, recruiters and companies contribute roles they can’t post elsewhere because Whispered: Allows recruiter/company to determine how their role is shared:  We understand that different roles require different levels of security .  Some roles are unposted just to avoid a flood of unqualified applicants while others are unposted because a confidential transition is in progress.  See all the reasons roles typically aren’t posted . Is Secure:   Whispered only allows paid members who have signed our confidentiality agreement to view unposted roles.  If we sold unposted roles without our vetting process, recruiters and companies wouldn’t trust us with these sensitive roles . Is Connected:  Whispered can anonymously “whisper” roles through connected leaders, allowing qualified / passive candidates to discover roles without sharing your company information. Why Whispered doesn’t sell roles ala carte? Whispered didn’t set out to build a marketplace for roles.  We deeply understand the challenges of executives looking for their next role (because our founders all lived these challenges) so we built a complete system to help accelerate executive careers. We have consistently observed that to be successful in finding your next role you need: Clarity in Your Focus: Many executives we speak with struggle to define their focus.  They want to keep their options open  but by doing so they hurt themselves.  If you are struggling with clarity, visit our free Career Clarity guide  and discover suggested coaches .  Clarity in How you Communicate: Once you have that clarity, communicating it with recruiters and your network is critical.  Find tactics in our free Search Strategy  Guide The Playbook:  Leveraging your network is challenging.  Whispered’s free guide on “The Search”  shares the right tactics for your search. Connections:   Top executives have been heads down operating.  Whispered’s premium membership accelerates you with connections to top recruiters, venture firms and companies. Visibility: Whispered's Executive Directory highlights your background for top recruiters. Information:  Picking the right company is hard.  Whispered’s Company Insights  provides confidential insights on the real story on companies . Support:  While you might take the first role, you need to make the right choice.  Most executive job searches take 3+ months.  To support you through the process, Whispered provides community support  and targeted advice. If you aren’t clear, connected and informed you will struggle in your search.  For this reason, Whispered only accepts paid members who: Have a clear focus:  They need to be able to articulate it effectively Can take feedback:  We provide deep feedback based on patterns we observe.  Those who can leverage our feedback can leverage Whispered well Appreciate the entire Whispered model:  We don’t take on executives who are transactional and just looking for a list of roles Pay it forward: Our community is powered by user contributions (both roles but also introductions).   There are rarely shortcuts.  For those who understand this, Whispered is built to accelerate you

  • The Interview Process

    This article includes tips on navigating the interview process. First Screening Call On the first screening call, you will want to come prepared with your Talk Track and some initial Diligence questions but also here are some good questions to ask when you first talk to the recruiter. What is the DNA of the company (engineering, product, sales/marketing)? Why is the role being opened? Is the role a backfill or a new role? What is working with the team right now vs. what problems are you looking to solve? Where is the process? Interviewers You should always be prepared with questions. Many executives leave room for you to ask questions and if you have none it is a big red flag for most as it highlights a lack of intellectual curiosity and engagement in the process. Do your homework and ask questions based on what you have learned and what questions you have. "Don't ever ask the CEO 'What keeps you up at night?' That means you literally did no homework for this interview and you are asking the most generic question you can ask to a leader". Nick Mehta ( see terrific podcast with Nick on careers and interviewing ) After each round of interviews Recruiters (both internal and those at the company) will ask you “How did the convos with X and Y go”. Try to have a prepared phrase or two for each person you met (i.e. one thing you learned from speaking with that person, be positive). Companies use each touchpoint to evaluate culture fit. They work to build rapport outside of the formal process and are looking to understand 'Is the person we are interviewing the same person who will show up the first day?' In-House Recruiting Leader Always follow-up with a thank you email summarizing key points and framing next steps. When a candidate doesn’t do this, hiring managers may question their ability to manage up . Follow up quickly. This highlights how proactive you are to work with Do you know how to leverage recruiters, talent partners and investors in your search?

  • Master Your Talk Track

    As part of your job search, you will want to put some time into building a clear narrative to support the (many) conversations you’ll be having.

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