SEEK and LinkedIn Jobs at Executive Level: Are Advertised Roles Worth It?
Many senior leaders have heard that the best executive roles are never advertised. So they ignore SEEK and LinkedIn Jobs altogether and wait for the phone to ring.
Others do the opposite. They spend every evening scrolling job boards, send dozens of applications and hear very little back.
Neither approach works well. Plenty of senior roles are filled without an advertisement, but some good ones are advertised, and ads can tell you a lot about the market. The question is not whether to use job boards. It is how much time to give them, and how to use that time well.
Why many senior roles never reach a job board
At executive level, many roles are filled through retained search, networks, internal moves and direct approaches. Boards and CEOs often prefer a discreet process. Some roles are sensitive because the current incumbent does not yet know they are leaving. Others are filled by someone the hiring manager already trusts.
That is why a job search built only on advertised roles is incomplete. Our guide to the hidden job market for executive roles explains how these roles are filled and how to get closer to them.
But incomplete is not the same as useless. Advertised roles still matter, and they deserve a place in your plan.
Why advertised roles are still worth pursuing
Some organisations advertise almost every senior role. Public sector agencies, universities, councils, health services and many not-for-profits often have policies or practices that favour open advertising. Some listed companies and larger private businesses advertise too, often alongside a search.
A search firm may also advertise a role it is running, to widen the field beyond its own network.
That means some attractive roles will only reach you through an ad. If you ignore job boards completely, you may miss them.
The key is to be selective. A small number of well-chosen, well-prepared applications will usually do more than a large number of quick ones.
How to judge an executive job ad
Before you apply, take a few minutes to read the ad closely. It often tells you more than it seems.
Who is recruiting? Is it the employer directly, or a recruiter? If it is a recruiter, is it a firm known for executive work in your field?
Retained or contingent? A retained search firm is paid to run the whole process and usually works on one role exclusively. A contingent recruiter is paid only if they place someone and may be competing with others. Retained searches tend to be more structured. Contingent ads can be more hit-and-miss at senior level. Our piece on retained search and contingent recruitment explains the difference in more depth.
How long has it been up? An ad that has been open for weeks, or that keeps being reposted, may mean the employer is struggling to fill it. That can be an opportunity, or a sign of a problem with the role.
Is the role real and clear? Look for a named employer or a clear description of the organisation, a defined reporting line and a sense of the scope. Vague ads with no detail may be fishing for candidates rather than filling a specific role.
Does it match your level? Titles vary widely. A “CFO” role in one business may be a Financial Controller role in another. Read the responsibilities, not just the title.
Applying well when you do apply
A good application for an advertised executive role takes time. That is another reason to be selective.
Read the ad and any position description closely. Note the key requirements and the problems the role is likely to solve.
Adjust your resume. Keep your core resume, but move the most relevant results to the top of each role and adjust your summary to match.
Write a short cover letter. Three or four paragraphs that link your experience to their needs. Avoid repeating your resume.
Check your LinkedIn profile. Recruiters will look at it, so make sure it tells the same story.
Apply through the channel they ask for. If the ad asks you to apply online, do that, even if you also know someone at the firm.
Many employers and recruiters use applicant tracking systems for advertised roles. Our guide to ATS and executive resumes explains what happens to your resume once you hit submit.
Following up without being a nuisance
At senior level, a sensible follow-up can help. If a recruiter is named on the ad, a short call or message before you apply can give you useful context and put your name in their mind.
Keep it brief. Ask one or two good questions about the role, such as what the organisation most needs from the new person, or why the role is open. Do not use the call to pitch your whole career.
After you apply, wait a reasonable time before following up. A single polite check-in is fine. Several messages in a week will not help your chances.
Using job alerts wisely
Job alerts on SEEK and LinkedIn can save time, as long as you set them up carefully.
Use a few focused searches rather than one broad one.
Search by role title and by related titles, as naming conventions vary.
Filter by location, and include regional areas if you are open to them.
Set alerts to arrive weekly rather than daily, so they do not take over your inbox.
Review your alerts every month or two and adjust them.
That way, the right roles come to you, and you spend less time scrolling.
Using ads as market intelligence
Even if you never apply for an advertised role, job ads are a useful source of information.
They show which organisations are hiring, which sectors are growing and which skills keep appearing in senior roles. They show which recruiters are active in your field. Over time, they can also show how role titles and scopes are changing.
This can shape your wider search. If a particular recruiter keeps advertising roles at your level, it may be worth building a relationship with them. If a sector keeps hiring, it may be worth building your network there.
Before and after: an illustrative example
Here is an illustrative example of how one week of job search time might be used.
Before: Eight hours spent scrolling job boards across the week. Six applications sent, each with the same resume and a generic cover letter. No calls to recruiters. No other search activity.
After: One hour reviewing weekly alerts and noting market trends. Two applications sent, each with an adjusted resume and a short targeted letter, after a call with the recruiter. The remaining time spent on network conversations, catching up with two search consultants and following up on a board introduction.
The second week has fewer applications but more real conversations. The hours and numbers here are illustrative only.
Getting the balance of time right
A common pattern I see is senior leaders spending most of their search time on job boards, because it feels productive. Applications are easy to count. Network conversations feel slower and less certain.
At executive level, the balance usually needs to shift. Job boards deserve a place in your week, but a small one. Most of your time will usually be better spent on relationships, search consultants and direct approaches.
It helps to track your activity by channel, so you can see where your time goes and where your conversations come from. Our guide to executive job search metrics explains how.
Common mistakes
Ignoring job boards entirely. Some good roles are only found through an ad.
Relying on job boards alone. Many roles never reach one.
Applying to everything. Quantity does not win at senior level. Quality does.
Sending the same resume every time. A generic application rarely stands out against a targeted one.
Missing the recruiter. If a recruiter is named, a brief conversation can help your application.
Reading titles, not roles. Check the scope, reporting line and responsibilities before deciding it fits.
Questions to ask yourself
How much of my search time goes on job boards each week?
Are my job alerts focused, or do they bring me too much noise?
For each ad, do I know who is recruiting and how?
Am I adjusting my resume and letter for each application?
Am I using ads to learn about the market, not just to apply?
What share of my time goes on relationships and direct approaches?
If most of your time sits on job boards, that is the first thing to change.
Use ads as one channel, not the only one
SEEK and LinkedIn Jobs have a place in an executive search. Use them selectively, apply well when a role fits and treat ads as a window into the market. Then spend most of your time where most senior roles are filled, which is in conversations with the people who make and influence appointments.
If you want help building a job search plan that covers every channel, see how I approach executive career transitions.
If you are an executive unsure where to spend your search time, book a complimentary Clarity Session and we will look at where your next role is most likely to come from.
