Find your next senior role with a plan, not guesswork

You spent years being the person who delivers. Targets were set, you hit them, and the next role arrived almost on its own — a recruiter call, an internal offer, a manager who wanted you on the team. That engine worked because someone else was setting the direction and you were excellent at executing it.

Then it slowed down. The calls became rarer, or less interesting. You send applications and hear nothing back, or you get polite refusals for roles you would have been shortlisted for five years ago. Acquaintances take your CV to have a look and nothing comes of it. Meanwhile the question you keep avoiding gets louder: what do I actually want to do next?

The uncomfortable truth is that a senior job search is a different skill from senior job performance. The things that made you valuable inside a company — reliability, judgement, delivering on someone else's brief — are not the things that make an unfamiliar market notice you. You need positioning, channels and a routine, and nobody ever taught you those.

This programme is the recorded version of that work. It follows the same structure used in a one-to-one career session with senior managers and executives, broken into short lessons you work through at your own pace, with worksheets that produce an actual plan by the end.

Most stalled searches are not caused by a weak CV. They are caused by an unclear answer to three questions, and the course works through them in order. The first is what you are actually selling: not a job title, but a specific kind of problem you are good at solving for a company. Senior candidates who cannot say this in one sentence get filtered out before anyone reads their history.

The second question is who already knows what you can do. At your level, a large share of moves happen through people who have worked with you or worked with someone who has. The programme shows how to map that network honestly, without turning it into a favour-asking exercise, and how to reopen conversations that have gone quiet for years.

The third question is what the next step looks like in concrete terms: which roles, in which kinds of company, at what scope, with which trade-offs accepted. Vague ambition produces vague applications. A written target produces a shortlist you can act on this week, and it makes every other lesson in the programme easier to apply.

The programme is fully self-paced and recorded. Each module opens with a short video lesson that explains one idea, followed by a second lesson that shows it applied to a realistic senior-level example. You then complete a worksheet that turns the idea into something written about your own situation — a target statement, a rewritten CV section, a list of contacts, a weekly schedule.

Expect to spend around three to four hours in total on the video lessons, plus whatever time you give the worksheets. Most people work through one module per week, which puts a finished search plan in your hands in about six weeks. You can move faster if you are between roles, or slower if you are running a search alongside a demanding job. Nothing expires and there are no deadlines.

There are no live sessions and no scheduled calls, so you are never waiting for a date. Everything is available immediately after purchase, and the material stays in your account so you can return to it when you change roles again in two or three years. The lessons describe the format in general terms: recorded video, written summaries and downloadable worksheets.

You finish with a document, not a feeling. On one page you have a target role described in concrete terms, the three or four channels most likely to produce it, and a list of named people you are going to contact. Your CV has been restructured around outcomes, and your summary block says what you solve rather than what you were called.

The second change is calmer. A search that felt like a referendum on your worth becomes a routine with tasks, a weekly schedule and a way of measuring progress that has nothing to do with how many replies arrived on a given Tuesday. Rejection stops being evidence about you and becomes information about fit or channel.

The third change is pace. Most people who work through the programme have sent their first rewritten outreach within the first two weeks and have had at least one exploratory conversation before the end of the month. From there the plan keeps running on its own, and you can return to the lessons whenever you next consider a move.