by Yvonne Cohen
A résumé doesn’t just list experience. It signals how you think, what you prioritise, and whether you’re ready for bigger responsibility. Senior hiring leaders read between the lines—not only what you’ve done, but how you present it. Here’s what your document is really saying, and how to make sure it speaks with authority.
1) Focus signals judgment
What leaders see: Are you telling a coherent leadership story or a task list?
Make it say “strategic”: Lead with outcomes tied to business goals—growth, transformation, risk reduction, culture lift. One line per result. Drop low-value detail.
Instead of: “Responsible for reporting and meetings.”
Try: “Reduced reporting cycle by 35%, freeing leaders for execution and improving decision speed.”
2) Brevity reads as confidence
What leaders see: Can you distil complexity? Brevity suggests clarity and executive presence.
Make it say “clear”: Two pages for most senior candidates (three only when truly justified). Four-line executive summary, crisp role blurbs, measurable results.
3) Tone reveals how you lead
What leaders see: Ownership vs. support, influence vs. involvement.
Make it say “leader”: Use verbs that signal agency: led, built, delivered, transformed, negotiated, simplified, de-risked. Avoid “helped,” “assisted,” “involved in.”
4) Structure shows how you think
What leaders see: Can you organise information the way an executive would want to consume it?
Make it say “executive”:
- Top section: Executive summary (sector/scale + signature strengths + 2–3 standout results).
- Core strengths: 6–8 targeted capabilities (enterprise strategy, transformation, stakeholder management, governance, P&L).
- Career history: Role | organisation | dates, followed by 4–6 achievement bullets.
- Education/boards/credentials: Relevant and current only.
5) Metrics prove impact
What leaders see: “Show me, don’t tell me.”
Make it say “commercial”: Quantify where sensible: revenue uplift, cost out, NPS/ENG improvements, time-to-value, safety outcomes, compliance wins. Use ranges if confidential.
6) Language signals altitude
What leaders see: Are you operating at team, function, or enterprise level?
Make it say “enterprise”: Connect your actions to organisation-level outcomes: market positioning, investor confidence, regulatory standing, culture, succession, risk.
7) Relevance demonstrates discipline
What leaders see: Have you tailored your story to this role in this context?
Make it say “aligned”: Mirror the position brief’s priorities (subtly). Reorder bullets to foreground relevant wins. Remove distractions, even if you’re proud of them.
8) Design reflects professionalism
What leaders see: Can you present clearly under pressure?
Make it say “polished”: Clean layout, generous spacing, consistent headings, one professional font, no decoration. Skimmable on a laptop and a phone.
9) Consistency builds trust
What leaders see: Do dates, titles and claims line up with LinkedIn and referees?
Make it say “credible”: Exact dates, accurate titles, matching numbers across platforms. Zero typos. Integrity is part of your brand.
10) Storyline signals readiness for what’s next
What leaders see: Are you positioned for the role above, not just the role you’ve had?
Make it say “next step ready”: Thread a through-line—e.g., “turnarounds and transformation,” “growth through partnerships,” or “governance and risk modernisation.” Your summary and achievements should point toward the value you’ll create next.
Red flags executives notice (and how to fix them)
- Laundry lists, no outcomes: Replace tasks with results.
- Overlong documents: Cut to the signal; save detail for the interview.
- Jargon and acronyms: Use them sparingly; prioritise clarity.
- Uneven dates/titles across platforms: Reconcile everything before you apply.
- Buzzwords with no evidence: Pair every big word with a concrete example.
Quick rewrite checklist (15 minutes)
- Headline: “Commercial leader in [sector/scale] driving [signature outcomes].”
- Summary: Four lines; 2–3 quantified wins.
- Each role: 4–6 bullets, all outcomes; start with strongest.
- Trim: Remove anything not relevant to the target role.
- Scan test: Can a director grasp your value in 30 seconds?
Example: before → after
Before: “Responsible for stakeholder engagement across multiple projects.”
After: “Rebuilt stakeholder trust during a major platform change—lifted satisfaction 22% and cut escalation volume by half in six months.”
Final thought
Your résumé is not an archive; it’s a leadership signal. When it reads as clear, commercial and concise, decision-makers see someone who already operates at their altitude.
Ready to sharpen your executive résumé?
If you want a résumé and leadership narrative that reflect your true value—and open doors to senior roles across Australia—let’s craft it together.