The market is full of Technology Directors and IT Leaders hoping to break into the C-level ranks as a CIO or CTO. The problem is that demand far outpaces supply, making each CIO or CTO opportunity highly competitive. Naturally, every company wants “the best” candidate. But what does “the best” mean? And are you positioning yourself as the best possible CIO or CTO candidate?
The Secret Sauce for Your CIO Resume
There are many factors that go into how companies evaluate “the best” technology executives. It’s ok, you don’t need to guess what those factors are. You just need to consider what type of organization you want to be a part of and what type of leader you want to be.
Secret CIO / CTO Resume Ingredient #1
Call it “culture” or “environment” or anything else. Either way, the chemistry that you form with a company that employs you is important. No, really…it’s very important. Did you know that you can filter out a lot of opportunities that won’t be a good fit by how you position yourself in the resume or your LinkedIn profile? Well, you can. It’s not limiting either, but freeing.
Think about it. Have you ever gone through the hiring process with a company – dealt with the recruiter, completed several rounds of interviews, managed negotiations – before realizing that the culture isn’t what you’re looking for? Or even worse, you think everything is great and the company suddenly tells you they’re going to pass because you’re not a “good fit”?
That’s really frustrating…and your time is valuable, so don’t waste it.
Secret CIO / CTO Resume Ingredient #2
What type of leader are you or do you aspire to be? I speak with a lot of prospective CIO candidates that are tired of operating in a keep-the-lights-on environment that requires a command-and-control leadership style. Instead, they want to be a leader that builds a truly collaborative environment where people’s ideas and perspectives are valued.
That doesn’t mean the company chases down every stray idea each employee comes up with. But it does foster an environment in which employees understand how what they do impacts the business and encourages them to consider ways to improve how the business works.
If this is the type of leader that you are, don’t you think that it’s important to communicate that to your audience…executive recruiters, CEOs, and COOs? I do. In fact, using this strategy has helped the CIO and CTO candidates I’ve worked with be viewed as “the best” by many companies, including start-ups, mid-sized companies, and Fortune 500 corporations.
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Stephen Van Vreede is not your average IT/technical résumé writer. He provides career strategy and concierge job search solutions for senior (15+ years) (ITtechExec) and up-and-coming (Nodd
lePlace) (5-15 years) tech and technical operations leaders. Stephen and his team focus on building simplified, targeted, and certain career move campaigns, be it an external search or an internal promotion. He is co-author of UNcommon with career development leader Brian Tracy (out June 11, 2015). Contact Stephen directly at Stephen@ittechexec.com or send him an invite at https://www.linkedin.com/in/stephenvanvreede. To see whether Stephen and his team are a good fit for you, take their free (and anonymous) 1-minute compatibility quiz, Is the ITtechExec Approach a Good Match for You? Also, feel free to take his complimentary resume self-assessment quiz, How Certain Can You Be About Your Technical Resume? You might be surprised by what you find out!