Grace Blue’s US Director, Erin Mastel, recently shared valuable insights on partnering with executive recruiters during The Marketing Academy’s US Alumni Day in San Francisco Her session focused on providing advice for CMOs and marketing leaders navigating the evolving job market.
Here are the key takeaways from her session:
Current US Job Market Landscape
The US job market has undergone significant changes:
- Hiring processes have become more rigorous, with candidates often facing up to 15-20 interviews, competency assessments, case studies, and evaluations by business psychologists.
- Post-pandemic shifts have tilted power back to employers, with layoffs in tech, finance, and the advertising sectors, flooding the market with top talent.
- Companies are restructuring executive compensation, favouring performance-based incentives and equity over cash, especially in startups and PE/VC-backed firms.
- There’s a growing demand for fractional and interim leadership, reflecting a trend towards agility and rapid cultural pivots.
- Executives are prioritising flexibility, work-life balance, and remote work options over maximising earnings.
This means candidates need to be more strategic and proactive in their search. A great way to do this is by building a relationship with executive search firms like Grace Blue.
Here’s how best to build a relationship with executive recruiters and talent professionals:
- Be clear on your goals and value proposition
Before engaging with a recruiter, have a strong sense of what you’re looking for—whether it’s industry, company size, leadership scope, or compensation structure. Be able to articulate how you have achieved your career successes as that is what differentiates you in the market. The clearer you are, the easier it is for recruiters to match you with the right opportunities.
- Be honest about your expectations and limitations
Transparency is key. Be upfront about your salary expectations, relocation flexibility, and any non-negotiables. If you’re casually exploring the market rather than actively job-seeking, let them know. Setting realistic expectations from the start fosters a more productive relationship.
- Offer value and insights
A strong professional relationship goes both ways. If a recruiter reaches out for referrals or insights, take the opportunity to be helpful. Connecting them with the right people strengthens your credibility and increases the chances they’ll think of you when the right role comes along.
- Be open to feedback
Good recruiters will give you honest feedback—whether on your resume, interview performance, or market positioning. Be open to their insights, as they have a pulse on what hiring leaders are looking for. Use their feedback to refine your approach.
- Be patient
Executive search firms are engaged by clients to fill specific roles, which means their priority is on active searches. While they value candidate relationships, they’re often managing multiple assignments at once, speaking with dozens of people per search. Be patient and understand they may not always have an immediate opportunity for you, but that doesn’t mean there won’t be in the future.
- Timing and approach matter
Checking in regularly is important, but timing and approach matter. A quick follow-up every six weeks is helpful, but don’t expect a market debrief every time. If they don’t have anything for you at the moment, don’t take it personally—it’s about timing, not lack of interest. Consistency and professionalism keep you on their radar.
- Stay visible and proactive
The best opportunities don’t always come from waiting—they come from putting yourself out there. Engage in industry discussions, write thought leadership pieces, and showcase your expertise. Taking an active role in your professional growth not only helps your career but also signals to talent professionals that you’re a dynamic leader worth watching.
Success in today’s job market requires energy, curiosity, and action. Build industry relationships, stay engaged, and be proactive in working towards the next phase of your career.