Executive CV, rebuilt
Clean parsing structure, correct section headers, role-matched terminology, and no layout elements that break extraction — then edited so it still reads sharply to the human on the other side.
ServicesThree services.
Three services.
One outcome: a better next role.
Take them individually, or run all three as a single engagement — which is where the compounding happens. Below is exactly what each one includes, how it runs, and who it is for.
01 / 03
Executive Career Branding
Assets that survive the filter and hold a recruiter's attention.
- Who it's for
- Senior professionals running their own search whose materials are not converting into calls.
- Timeline
- Typically 7–10 days from intake to final assets.
The problem
At the executive level, a CV has two very different audiences and most documents are written for neither. The first reader is a parser that cares about structure, section headers, and terminology. The second is a human who gives the page roughly six seconds before deciding. A document tuned for one of those reliably fails the other.
Our approach
We rebuild from the requisition backwards. We take the roles you are actually targeting, extract the language and competencies those postings reward, and reconstruct your track record around scope, decisions, and outcomes rather than duties. Then we pressure-test the result against both audiences.
What you get
LinkedIn profile overhaul
Headline, About, and experience rewritten for recruiter search behaviour. We target the queries recruiters in your sector actually run, so you appear in the shortlist rather than the long tail.
Executive bio + cover letter framework
A short-form bio for board packs, introductions, and speaker pages, plus a reusable letter framework you can adapt per role in ten minutes instead of an hour.
Achievement and metrics rewrite
We interrogate your history for scope, budget, headcount, and measurable result — the details that separate a director-level story from a manager-level one — and write them into every bullet.
What changes
- Materials that clear automated screening consistently
- A single, coherent story across CV, LinkedIn, and bio
- Language matched to the roles you actually want
- Two rounds of revision until you are genuinely happy
The artifact you actually send
Traditional PDF resume
- Flattened by the parser before a human sees it
- No way to know if it was ever opened
- One static version for every role
- Video, dashboards, and references don't fit
- Dies in an inbox thread
Live executive microsite
Liveareyes.exec/dossier
Video dossier · 2:14
- A URL on your own domain, sent in one line
- You see every open, and how long they stayed
- Role-specific variants from one source
- Video dossier, metrics, and references embedded
- Updates after you send it — the link never goes stale
02 / 03
Strategic Career Coaching
The room-by-room strategy for turning interviews into offers.
- Who it's for
- People whose interviews are landing but not converting — or who are walking into a negotiation without leverage.
- Timeline
- Monthly retainer. Most searches run 2–4 months.
The problem
Senior interviews are not knowledge tests. They are judgement tests, and they are usually lost in the same three places: a weak answer to why this role now, a story bank that describes activity rather than impact, and a negotiation entered without a benchmark or an alternative.
Our approach
We rehearse against the real thing. Your actual panel, your actual role, the questions that function tends to ask. Sessions are recorded so you can hear what the room hears, and every session ends with a specific, written correction rather than general encouragement.
What you get
1-on-1 strategy sessions
Working sessions against your live pipeline — which roles to push, which to decline, how to sequence processes so your strongest option is not also your earliest deadline.
Mock interviews with recorded feedback
Full-length panels run against the real format, recorded and reviewed line by line. We rebuild the answers that are costing you and drill them until they are automatic.
Story bank and panel preparation
Eight to twelve rehearsed stories, each mapped to the competencies your target roles screen for, structured so they hold up under follow-up questions rather than collapsing on the second why.
Compensation benchmarking and negotiation planning
A real benchmark for your band, geography, and sector, plus a written negotiation plan: your number, your walk-away, the sequence of asks, and the language for each one.
What changes
- A rehearsed, evidence-backed answer for every predictable question
- Confidence built on repetition rather than adrenaline
- A negotiation entered with a benchmark and an alternative
- Async support between sessions when something lands mid-week
03 / 03
Reverse Recruiting
We run the search. You show up to the interviews.
- Who it's for
- Senior people in demanding roles who do not have fifteen hours a week to run a competent search.
- Timeline
- Typical engagement window is 60–90 days to signed offer.
The problem
A serious executive search is a part-time job. Sourcing, tailoring, submitting, tracking, following up, and opening direct lines to decision-makers is roughly fifteen hours a week done properly. Almost nobody in a demanding role has that, so the search gets done badly in the margins — and a badly run search reads as a weak candidate.
Our approach
We take the execution off your desk entirely. You approve a written mandate and the voice we use on your behalf; after that we source, write, submit, and follow up, and you get a shared tracker plus a report every Friday. You spend your time on interviews, which is the only part that genuinely requires you.
What you get
Written mandate and market map
A signed-off definition of the roles we hunt and the ones we deliberately ignore, then 100–150 companies mapped against it with the decision-makers who own each requisition identified by name.
Applications written and submitted
Every application tailored to the specific requisition and submitted for you. No volume blasting — each one is written against the posting it is answering.
Direct hiring manager outreach
Personalized multi-channel outreach in your name, referencing their team and their open role, so you enter the conversation ahead of the queue rather than inside it.
Weekly reporting and follow-up management
A shared pipeline board you can open at any hour, plus a Friday report: what was submitted, who was contacted, what came back, and what we are adjusting next week.
What changes
- A live pipeline without the fifteen-hour weekly cost
- Conversations that start with the hiring manager, not the portal
- Complete visibility — every action logged and reported
- Interview prep and negotiation support when offers land
Retainers
Three levels of operational leverage
Every retainer is scoped to your target role, sector, and market. Pricing is set on the audit call, once we know what the search actually requires.
Positioning retainer
Brand Foundation
One-time engagement · 7–10 daysYou're running the search yourself and your materials aren't converting.
- Live executive microsite on your own domain
- ATS-cleared executive CV, rebuilt from the requisition back
- Full LinkedIn overhaul tuned to recruiter search
- Achievement rewrite: scope, decisions, measurable outcomes
- Two revision rounds
Flagship · Fully operated
Talent Agency Retainer
Monthly retainer · 60–90 day typical windowYou want the search run for you, end to end, by a named operator.
- Everything in Brand Foundation and Interview Retainer
- Dedicated talent operator assigned to your search
- 100–150 companies mapped with named decision-makers
- Video dossiers built per target role
- Direct hiring-manager outreach in your name
- Shared pipeline tracker and written Friday reporting
- Offer benchmarking and negotiation brokered on your behalf
Conversion retainer
Interview Retainer
Monthly retainer · rollingInterviews are landing. They're not converting into offers.
- 1-on-1 strategy sessions against your live pipeline
- Full-length mock panels, recorded and reviewed
- Story bank mapped to the competencies you're screened on
- Compensation benchmarking and a written negotiation plan
- Async support between sessions
Questions
The things people ask before they commit
Still unsure which service fits your situation? Bring it to the audit call — we'll tell you plainly if none of them do.
Do you actually apply to jobs for me?
Yes — that is the core of Reverse Recruiting. We source the roles, write each application against the specific requisition, and submit them on your behalf. You review the target list and approve the mandate up front; after that, the submission work is ours.
Does outreach go out in my name?
It does, and you sign off on the voice before anything sends. We draft the scripts during positioning, you approve them, and every message is personalized to the recipient's team and open role. Nothing generic goes out under your name.
How quickly should I expect results?
Timelines vary with seniority, sector, and how tightly your mandate is drawn — a niche C-suite search behaves very differently from a senior IC role in a deep market. We give you a realistic window on the audit call rather than a number designed to close you.
Is "ATS-optimized" just a buzzword?
It's specific work: clean parsing structure, correct section headers, role-matched terminology drawn from the actual posting, and no layout elements that break extraction. Then we make sure it still reads well to the human who sees it after the filter, because clearing the parser alone gets you nowhere.
What if I'm not sure what role I want next?
That's a normal starting point and it's what the Career Audit is for. We work backwards from your track record, the compensation you need, and the work you actually want to be doing, then write the mandate together. A vague mandate is the most common reason searches stall.
Do you guarantee a job?
No, and be careful with anyone who does — nobody controls a hiring committee's decision. What we commit to is the process: the mandate, the asset quality, the volume and precision of applications and outreach, and transparent weekly reporting so you can see exactly what's being done.
The Career Audit
Not sure which service you need?
That is exactly what the audit is for. We read your materials, pressure-test your target, and tell you which of the three would move your search first — or whether you need none of them.
- A line-by-line read on your CV and LinkedIn
- An honest view of your target role and comp band
- The three fixes that would move your search first
No cost, no obligation, no pitch deck — just an honest read on your search.