This service is for senior executives who have identified a particular vacancy and need their CV and cover letter aligned to that opportunity, while also strengthening the way they are presented on LinkedIn.

It supports a defined application. We begin with the employer, the role and the available appointment information, rather than producing a general CV for a broad market.

It also supports your wider visibility. Your LinkedIn profile may be read by recruiters, headhunters, decision-makers, professional contacts and others beyond the immediate application.

The three elements have different purposes. The CV provides the evidence, the cover letter makes the argument for relevance, and LinkedIn establishes a broader and more durable professional position.

It is not intended for formal criteria responses. If the employer requires detailed responses to essential criteria, competencies, capabilities or a person specification, a criteria-led service will usually be more appropriate.

The general senior executive CV service prepares you for a defined market. This service is built around a particular vacancy.

The employer’s genuine needs become the starting point. I examine the advert, job description, recruiter brief and publicly available information about the organisation and appointment. These rarely reveal the full picture. Competitive appointments are often decided by priorities, risks, preferences and internal circumstances that are not stated in the published documents. I therefore help you identify what intelligence you need to uncover and how further research and informed contacts within your network may reveal it. You undertake those enquiries, but what you learn can provide the most important competitive advantage in shaping the application.

Your evidence is selected more narrowly. Achievements, responsibilities and specialist strengths are weighted according to their relevance to the role and the employer’s likely priorities.

The cover letter adds the argument. It explains why your experience matters in this context and addresses issues that cannot be handled effectively within the CV alone.

LinkedIn remains broader. It supports the application but should not become so vacancy-specific that it loses value for recruiters, networking or future opportunities.

The aim is not to make three documents say the same thing. Each has a different role in the selection and positioning process.

The CV provides the evidence. It establishes your level, scope, relevant experience, achievements and specialist value.

The cover letter interprets that evidence. It selects and frames your background against the employer’s most important needs, explains your motivation and makes a focused case for progression.

LinkedIn supports your broader professional identity. It can signal your authority, your standing in the sector and the reach, relevance and quality of your professional network. It also provides useful context for recruiters and others who may assess you outside the formal application.

Consistency matters, but duplication does not help. Titles, dates, responsibilities and central positioning should agree, but the wording and emphasis should reflect the purpose of each medium.

LinkedIn is not simply an online CV. Its value depends upon who needs to find, assess or understand you.

Recruiters and headhunters need clarity. They must be able to identify your level, relevance to the sector, specialist strengths and likely fit quickly.

Decision-makers may use it as a credibility check. A vague, stale or inconsistent profile can weaken an otherwise strong application. Depending upon the appointment, they may also look for evidence of your standing in the sector, the relevance of your professional relationships, the reach of your network and whether these support the influence, access or commercial credibility the role may require.

Professional contacts may have a different interest. LinkedIn may also support networking, advisory work, business development, speaking, board opportunities or visibility within the sector.

The profile must therefore be calibrated. We define which audiences matter most and develop the headline, About section, role content and supporting sections accordingly.

The service includes the strategic and writing work needed to create a coherent application and professional profile.

The appointment. I review the advert, job description, recruiter brief and other relevant material supplied or publicly available. We also consider what non-public intelligence could provide a competitive advantage, including insight into the circumstances surrounding the appointment, the decision-makers involved, the organisation’s unstated concerns and the qualities it may value beyond the published requirements. I will guide you on what to investigate, which questions to ask and where useful contacts may sit within your network, but you will make any approaches yourself.

The case for candidacy. We identify the experience, achievements and specialist strengths that provide the strongest evidence of fit against both the published requirements and any credible intelligence you obtain.

The executive CV. I develop a clear, ATS-compatible CV aligned to the role without reducing it to a mechanical list of keywords.

The cover letter. I write a focused letter that explains your relevance, motivation and case for progression.

The LinkedIn profile. I develop the headline, About section, role content and other relevant sections around the agreed audiences and positioning.

Direct personal service. I undertake the questioning, analysis, writing and revisions myself. The work is not passed to a junior writer, contractor or automated production process.

What I will need. I will usually require your current CV, LinkedIn profile, the vacancy information, any recruiter correspondence and enough supporting evidence to establish your responsibilities and achievements.

This package is appropriate for a defined vacancy, but it does not include detailed written responses to formal selection criteria.

Formal requirements change the task. Public-sector, third-sector, professional and regulated appointments may require responses to essential criteria, competencies, capabilities or a detailed person specification.

Complex appointments may involve more than the published advert. Board, C-suite and highly competitive roles may require closer examination of the organisation’s circumstances, the risks attached to the appointment, the gatekeepers involved and the concerns likely to influence the decision.

Several documents may need to be coordinated. An application may involve a CV, cover letter, supporting statement, criteria response, executive biography or LinkedIn profile.

A criteria-led or complex application package may therefore be safer. The correct service will depend upon the appointment documentation, process and level of competition.