This service is for senior executives whose application must address selection criteria, competencies, capabilities, application questions or a detailed person specification.

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

It is designed for evidence-led assessment. The employer is asking candidates to demonstrate specific experience, judgement, capability or results, not merely describe their career history.

The application must work as a whole. The CV, cover letter and criteria response should reinforce the same case for candidacy without repeating one another unnecessarily.

It does not include LinkedIn development. If the appointment also requires substantial LinkedIn positioning or a wider range of application documents, the more comprehensive service may be more appropriate.

Employers may use different labels, but the purpose is usually the same: to assess whether you can demonstrate the capabilities, experience and judgement required for the appointment.

The requirements may appear in several forms. They may be described as essential criteria, desirable criteria, competencies, capabilities, behaviours, application questions or a person specification.

Evidence should establish scale and effect. Where possible, accomplishments should be quantified through financial results, percentages, team or budget size, delivery times, service improvements, risk reduction or another meaningful measure. Not every outcome can be reduced to a number, but assessors should be able to understand its significance.

Some responses are separate documents. Others form part of an online application, supporting statement or cover letter.

The format matters. Word limits, character limits, headings, prescribed questions and assessment frameworks may determine how the evidence must be presented.

The response must do more than repeat the CV. It should interpret your experience against each requirement and provide enough context, action and result for an assessor to judge the strength of your evidence.

The CV, cover letter and LinkedIn service supports a defined vacancy and your wider position in the market. This service is designed for applications that require formal evidence against stated criteria.

The assessment framework becomes central. I map the employer’s criteria, competencies or person specification against your career evidence.

The application must satisfy several tests. It must establish your level, explain your relevance and demonstrate that you meet the formal requirements.

LinkedIn is not included. The available work is concentrated on the documents that will be assessed as part of the application.

The criteria response requires deeper evidence development. Broad claims are not enough. Each answer must be supported by credible examples, decisions, actions and outcomes, quantified where this provides meaningful proof of scale or effect.

A persuasive criteria response does not merely state that you possess a capability. It shows where, how and to what effect you have demonstrated it.

We interpret the requirement. Formal wording may conceal several separate tests, including scale, complexity, judgement, leadership, stakeholder management or measurable outcomes.

We identify the best evidence. I question you closely to recover relevant examples, missing context and results that may not appear in your current CV. Where possible, we establish figures or other measures that demonstrate the scale and effect of your work.

We structure the response. The evidence is organised so that assessors can follow the situation, your responsibility, the action you took and the result.

We preserve your seniority. The response must demonstrate strategic judgement and leadership, not reduce executive experience to a formulaic list of tasks.

We remain accurate. I will strengthen the presentation and test the evidence, but will not invent results, responsibilities, measurements or experience you cannot substantiate.

The service includes the strategic, analytical and writing work needed to produce a coordinated, evidence-led application.

The appointment. I review the advert, job description, person specification, application questions, competency framework, recruiter brief and other relevant material supplied or publicly available.

The intelligence. Published documents rarely reveal the full appointment context. I help you identify what intelligence may materially affect the application, which questions are worth asking and whether informed contacts within your network may reveal the employer’s genuine priorities. You make any approaches yourself.

The evidence map. We match your experience, achievements and specialist strengths against the formal requirements, establish meaningful measures of scale or effect where possible, and identify weak or unsupported areas.

The executive CV. I develop a clear, ATS-compatible CV aligned to the role and the evidence the employer is likely to value.

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

The criteria response. I develop the required responses around specific, credible and, where possible, quantifiable evidence, within the employer’s stated format or limits.

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, the complete application documentation, any recruiter correspondence and enough supporting information to establish your responsibilities, decisions and achievements.

This service is suitable for a defined application with formal criteria, but some appointments involve a wider and more complex decision process.

Several decision audiences may be involved. Board, C-suite, public-sector and regulated appointments may be assessed by recruiters, panels, chairs, advisers, stakeholders or political gatekeepers with different concerns.

The published requirements may be only part of the task. The appointment may require deeper research into organisational circumstances, risk, influence, governance expectations or the people shaping the decision.

More documents may be required. A complex application may involve an executive biography, supporting statement, board CV, pitch document, presentation or extensive LinkedIn positioning in addition to the core application.

The process may require greater strategic support. Where the number of documents, level of seniority or complexity of the appointment materially increases the work, the comprehensive application service will provide the safer scope.