The Ultimate Guide to Executive Resumes: What Works (and What Doesn’t) in 2025

Most career advice out there is generic; designed for mid-level professionals aiming to check boxes and move through traditional hiring funnels. But at the executive level, the game is entirely different. Your resume transcends a mere employment record; it becomes a strategic document showcasing leadership, business impact, and decision-making authority. In fact, according to industry observations, recruiters often spend between 5 to 60 seconds on an initial resume scan—meaning you have a blink of an eye to make the right impression.

At this tier, companies aren’t just hiring skills—they're betting on leaders who can drive market expansion, optimize profitability, lead digital transformation, and deliver tangible shareholder value. Your executive resume needs to position you as a problem-solver, a visionary, and a force multiplier for business success.​

Yet despite decades of experience, many executive resumes still fall into common traps:

• Verbose job descriptions that fail to highlight impact

• Outdated formatting that makes you look behind the curve

• Buzzword-heavy statements that sound hollow and lack proof

Hiring at the executive level is about one thing: results.

This executive resume guide will walk you through:

• How to craft a compelling professional profile that positions you as a true leader

• Why quantified business outcomes and strategic contributions matter more than responsibilities

• What recruiters and C-suite decision-makers are actually scanning for in top-tier resumes

• Common executive resume mistakes that can quietly cost you opportunities—and how to avoid them

By the end, you’ll have a clear, actionable framework for creating an executive resume that doesn’t just open doors—it positions you as the leader companies are searching for.

What Makes an Executive Resume Different?

Most professionals write resumes with the assumption that more is better—more responsibilities, more buzzwords, more pages. But at the executive level, hiring managers aren’t looking for tasks; they’re looking for leadership, strategy, and measurable business impact.

An executive resume is fundamentally different from a mid-level or entry-level resume in three key ways:

It’s Not Just a Job History—It’s a Leadership Brand Statement

Executives are hired for their vision, influence, and ability to drive transformation. Your resume needs to showcase how you think, lead, and create impact at scale.

• Mid-Level Resume: Managed a sales team and oversaw client relationships.

• Executive Resume: Led a 50-person sales organization, transforming underperforming territories and driving 32% revenue growth in two years.

Every bullet point should answer: “How did I move the business forward?”

Business Impact Matters More Than Responsibilities

Hiring committees at the executive level care about outcomes, not job duties. Your resume should focus on quantifiable achievements, strategic initiatives, and financial impact.

Instead of listing daily tasks, highlight:

• Revenue growth, cost savings, or market expansion

• Business transformation initiatives

• Team development and leadership impact

• Strategic partnerships, M&As, or operational overhauls

Example:

• Weak: Responsible for corporate strategy and overseeing P&L.

• Stronger: Developed and executed a multi-year corporate strategy, increasing EBITDA by 24% while leading a $50M P&L.

Recruiters and hiring managers skim past responsibilities—what they want to see is how you deliver results.

Context Is Everything: Numbers Without Perspective Are Meaningless

A 40% revenue increase sounds impressive—until you realize that the company’s total revenue was only $500,000. On the flip side, a 5% growth rate in a billion-dollar business can be a game-changer. This is why context matters just as much as the numbers themselves.

Your resume should make it immediately clear what kind of impact you had within the bigger picture. That means specifying:

• Company size and scope – Was this a Fortune 500 enterprise or a $50M private firm?

• Budget responsibility – Were you managing a $5M budget or a $500M P&L?

• Team size and structure – Did you lead a team of 5 or oversee 200 employees across multiple locations?

• Market expansion and scale – Did you grow revenue by 20%, and if so, in what kind of market? Emerging, mature, global?

• Operational improvements – If you improved efficiency, what was the tangible result? Time savings? Cost reduction?

Make Numbers the Star of Your Resume

Most hiring managers and recruiters scan resumes at lightning speed, looking for impact first, then details. If your results are buried at the end of a sentence, they might get overlooked.

A simple but powerful way to immediately communicate value is to lead with numbers whenever possible. Some refer to this as the XYZ method, but at its core, it’s just about putting the most impressive metric first so it stands out.

Example:

• Weak: Developed and executed a corporate strategy that led to a 24% EBITDA increase while overseeing a $50M P&L.

• Stronger: Increased EBITDA 24% while managing a $50M P&L by executing a multi-year corporate strategy.

Another way to look at it:

• First impression: “Wow, this person increased EBITDA by 24%!”

• Second impression: “How did they do that? Let me read on.”

Quantify Everything

It’s not just revenue and cost savings that matter—every metric provides valuable context. Make sure to quantify:

• Team leadership – Led a 200-person global team across 5 regions

• Budget oversight – Managed a $500M annual operating budget

• Process improvements – Reduced operational costs by 18% through supply chain optimization

• Client/customer impact – Grew customer base by 30%, adding 10,000 new accounts

Hiring decision-makers aren’t just looking for numbers—they want to understand how those numbers fit into the broader business landscape. Without that, even the most impressive statistics lack credibility and impact.

Depth + Brevity: The Balancing Act That Separates Top Executive Resumes

One of the biggest mistakes executives make is confusing a list of details with real depth.

A strong executive resume isn’t about listing everything you’ve done—it’s about distilling the right strategic achievements with enough context to show leadership, business impact, and decision-making ability.

Brevity without depth sounds hollow. ("Led teams and improved operations.") Depth without brevity feels bloated. (Three dense paragraphs to explain one initiative.)

What winning executive resumes do:

• Show strategic depth through selective context and outcomes

• Stay ruthlessly concise to maximize clarity and punch

• Prioritize clear, direct communication over buzzword fluff

Example:

Weak:

Led several teams in a complex, cross-functional initiative involving multiple departments, which ultimately helped achieve some operational improvements over time.

Strong:

Increased operational efficiency by 18% within 12 months by leading a cross-functional team of 60 across four departments.

Today’s hiring executives don’t have time to dig. They want clarity at a glance. Depth builds credibility. Brevity earns attention. You need both to win.

Executive Presence Starts with Resume Presentation

First impressions matter, and that includes formatting. A clean, professional, ATS-friendly layout ensures your resume is readable by both humans and algorithms.

What works:

• Simple, structured layout (no excessive graphics or fancy templates)

• Clear section headings with bolded key achievements

• A two-page max length in most cases

What doesn’t work:

• Over-styled resumes with columns, graphics, and charts (confuses ATS)

• Walls of text with no white space (executives don’t have time to dig for key info)

• Outdated templates that look generic and lack differentiation

Your resume should reflect clarity in both content and design.

The Resume is Just the Beginning

An executive resume isn’t just a formality—it’s a tool for positioning yourself in the market. When done right, it tells a compelling leadership story that makes decision-makers want to bring you in for a conversation.

Now that we’ve covered what makes an executive resume different, let’s break down what actually works—and what doesn’t.

What Works: The Key Components of an Effective Executive Resume

Now that we’ve established what makes an executive resume different, let’s break down the essential components that make a resume effective. At this level, your resume isn’t just a formality—it’s a marketing document for your leadership brand.

A Clear, Impact-Driven Professional Profile

Your professional profile (or executive summary) is the first thing hiring managers see, and it needs to set the right tone.

What doesn’t work: Generic, buzzword-heavy intros that say nothing meaningful.

Results-driven executive with a proven track record of success in fast-paced environments. Adept at leading cross-functional teams and driving business growth.

What works: A statement that establishes your unique leadership identity, value proposition, and scope of expertise.

Global business executive with a track record of leading $500M+ operations, transforming underperforming business units, and driving double-digit revenue growth across multiple markets. Known for building high-performance teams, optimizing profitability, and executing strategic growth initiatives.

Your summary should immediately convey three things:

• Scale: What size and scope of business have you led?

• Impact: What are you known for achieving?

• Leadership identity: What differentiates you from other executives?

Think of it as your elevator pitch in written form.

A Well-Structured Experience Section Focused on Leadership & Business Impact

The experience section isn’t about listing job duties—it’s about telling the story of how you drive results.

Instead of saying:

Managed operations for a national retail chain.

Say:

Oversaw $750M in annual revenue across 200+ retail locations, leading a restructuring initiative that increased profitability by 15% within 18 months.

A strong experience section should:

• Start with an overview of your role and scope (team size, budget, markets, etc.).

• Use achievement-driven bullet points that highlight measurable impact.

• Follow the "numbers-first" strategy to make accomplishments stand out.

Example of a strong entry:

Chief Operating Officer | XYZ Corporation | 2020–Present

• Increased EBITDA by 22% by streamlining operations and renegotiating supplier contracts.

• Led a global team of 500+ employees across North America, EMEA, and APAC.

• Drove $100M+ in revenue growth by spearheading digital transformation initiatives.

Each bullet point should immediately communicate value before going into details.

A Strong "Key Achievements" Section for Instant Impact

Executives are busy. If a hiring manager only glances at your resume for 10 seconds, they should immediately see your biggest wins.

A Key Achievements or Career Highlights section (right under your professional profile) helps accomplish this.

Example format:

• Revenue Growth: Increased annual revenue by $200M through strategic market expansion.

• Profitability: Reduced operating costs by 18%, improving EBITDA by 25%.

• M&A Leadership: Led a $1.2B acquisition, successfully integrating operations across three continents.

• Global Expansion: Opened 20+ new international markets, growing customer base by 50%.

This section gives high-impact snapshots of your biggest career wins before diving into details.

Strategic Use of Skills & Keywords for ATS Optimization

While executive resumes should be human-first, they still need to be ATS-compliant for recruiter searches.

What works:

• Incorporate industry-relevant keywords naturally within your resume.

• Focus on high-level leadership skills (strategic planning, P&L management, business transformation).

• Avoid stuffing generic skills (Microsoft Office, teamwork, communication) that don’t add executive value.

Example of an optimized skills section:

• Executive Leadership | P&L Management | Mergers & Acquisitions | Global Business Strategy

• Revenue Growth | Operational Efficiency | Board & Stakeholder Relations | Organizational Transformation

What doesn’t work:

• “Soft skills” listed as keywords (“Strong communication” is expected at this level—don’t waste space.)

• ATS keyword stuffing (Recruiters can spot this a mile away.)

A Clean, Concise Education & Certifications Section

Executives don’t need a lengthy education section. Keep it simple:

MBA, Harvard Business School Bachelor of Science in Finance, University of Michigan

If certifications are relevant (PMP, Six Sigma, CFA, etc.), list them. Otherwise, don’t clutter your resume with unnecessary details.

Focus on Value, Not Volume

A high-impact executive resume isn’t about cramming in as much as possible—it’s about telling the right story, with the right details, in the most effective way.

Now that we’ve covered what works, let’s talk about common mistakes that can cost you opportunities—and how to avoid them.

What Doesn’t Work: Resume Mistakes That Can Cost You Opportunities

Even highly qualified executives get overlooked because their resumes fall into common traps. The problem isn’t lack of experience—it’s how that experience is presented. A weak executive resume can make even a top-tier leader look generic, outdated, or out of touch with hiring expectations.

Here are the most common mistakes that can undermine your credibility and limit your opportunities.

A Weak Opening That Fails to Establish Leadership Presence

Your opening sets the tone for how hiring managers perceive you. If it’s vague, generic, or overly corporate, you’ll blend in with every other applicant.

What doesn’t work:

“Strategic and results-oriented executive with extensive experience in operations, leadership, and growth initiatives.”

This says nothing specific about what makes you a strong leader. It’s empty corporate jargon that could apply to anyone.

What works:

“Executive leader with a track record of driving $500M+ in revenue growth, leading multinational teams, and executing market expansion strategies across North America and EMEA.”

A strong opening immediately communicates scope, impact, and leadership identity.

Overly Long or Dense Resumes

More pages do not equal more impact. Decision-makers skim resumes in seconds—if they see blocks of text, excessive detail, or a four-page document, they’ll move on.

Common issues:

• Too much detail on early-career roles that are no longer relevant

• Walls of text without clear sections, making it hard to scan

• Repetitive content that doesn’t add value

Best practice:

• Keep it two pages max (unless in academia or specialized fields).

• Focus on the last 10-15 years—summarize older roles in a brief Additional Experience section.

• Use white space, clear section headers, and strong formatting to improve readability.

Hiring managers should be able to scan your resume in less than 10 seconds and immediately see your value.

Lack of Quantifiable Impact

Hiring executives don’t just want to know what you did—they need to know how well you did it. If your resume is full of responsibilities without results, you’re missing a major opportunity.

What doesn’t work:

“Led strategic planning for global markets.”

What works:

“Developed and executed a global expansion strategy, increasing market share by 27% and driving $150M in new revenue.”

Best practice:

• Quantify everything possible—team size, revenue impact, operational improvements, cost savings.

• Use numbers first to highlight results immediately.

• Provide context so hiring managers understand the scale of your achievements.

Numbers immediately grab attention—make them the focal point of your achievements.

Overuse of Buzzwords Without Substance

Resumes packed with buzzwords like “synergy-driven thought leader” or “seasoned professional” feel empty. If you’re using vague, overused phrases without proof, they won’t make an impact. Instead, provide specific examples of your accomplishments to demonstrate your skills effectively.

What doesn’t work:

“Dynamic, results-oriented leader with a passion for innovation.”

This is meaningless without evidence.

What works:

“Tech executive who built and scaled a $1.2B AI-driven product portfolio, leading market expansion into 15 new regions.”

Best practice:

• Avoid fluff—prove your value through data and results.

• Focus on facts, not adjectives.

• If you use a strong descriptor (e.g., “strategic leader”), immediately back it up with an example.

Outdated Formatting & Design Choices

A dated resume format can instantly make you look out of touch with modern hiring practices.

Common formatting mistakes:

• Using fancy templates, graphics, or multi-column layouts (not ATS-friendly)

• Including an objective statement instead of a professional profile

• Adding personal details (marital status, street address, references)

• Using standard fonts that make the resume feel unpolished

Best practice:

• Keep the design simple, structured, and ATS-friendly.

• Use bold headers, clear sections, and professional fonts that align with your brand.

• Drop unnecessary details—executive resumes should be clean, concise, and modern.

A Resume Should Work for You, Not Against You

A strong executive resume is your first impression with decision-makers. If it’s cluttered, generic, or difficult to read, you’re making it harder to get interviews—even if your experience is exceptional.

Now that we’ve covered what works and what doesn’t, let’s discuss how to tailor your resume for different executive roles and industries.

Adapting Your Executive Resume for Different Roles & Industries

Even at the executive level, a one-size-fits-all resume doesn’t work. While your core leadership skills remain constant, how you position them should be tailored based on industry, company size, and role expectations.

Here’s how to adjust your resume strategically without rewriting it from scratch.

Identify What Matters Most for the Role

Executives wear many hats—operations, finance, strategy, transformation. But every role emphasizes different priorities.

For example:

• Chief Operating Officer (COO) – Focus on efficiency, P&L oversight, process optimization, and cross-functional leadership.

• Chief Marketing Officer (CMO) – Highlight brand strategy, digital transformation, revenue impact, and customer engagement.

• Chief Financial Officer (CFO) – Emphasize financial strategy, cost reduction, risk management, and M&A leadership.

• General Manager / Division President – Showcase P&L ownership, revenue growth, operational leadership, and market expansion.

Best practice:

• Study job descriptions and highlight the top themes and priorities for each role.

• Adjust your professional profile and key achievements to reflect what matters most.

• Ensure your bullet points align with the responsibilities and leadership expectations.

Align Your Resume with Industry-Specific Expectations

Different industries value different leadership qualities. A tech executive’s resume should look different from a manufacturing leader’s.

Here are a few examples of how to shift focus based on industry:

Technology & SaaS

• Highlight digital transformation, AI, automation, and scaling tech-driven solutions.

• Use metrics like customer acquisition, subscription growth, and product innovation.

• Example: “Led SaaS go-to-market strategy, increasing ARR from $25M to $80M in 3 years.”

Financial Services & Private Equity

• Focus on financial acumen, risk management, and high-stakes decision-making.

• Metrics should include P&L impact, cost reduction, and portfolio growth.

• Example: “Managed $1.2B in assets, optimizing investment strategy to deliver 18% YoY returns.”

Healthcare & Life Sciences

• Emphasize regulatory expertise, patient impact, and operational efficiency.

• Metrics should reflect cost savings, patient outcomes, and compliance success.

• Example: “Reduced hospital operational costs by 22% while improving patient care metrics by 30%.”

Manufacturing & Supply Chain

• Highlight lean operations, supply chain optimization, and process improvements.

• Metrics should showcase efficiency gains, cost savings, and logistics improvements.

• Example: “Implemented a lean manufacturing initiative, reducing waste by 35% and saving $20M annually.”

Consulting & Professional Services

• Demonstrate client impact, revenue growth, and strategic advisory work.

• Metrics should include business transformations, revenue lift, and cost reductions.

• Example: “Led $500M business transformation project for Fortune 100 client, driving 20% efficiency gains.”

Adjust Your Language for Private vs. Public Companies

Leadership expectations differ between large public enterprises and private companies/startups.

• Public company executives should highlight shareholder value, corporate governance, and large-scale operations.

• Startup leaders should emphasize agility, fundraising, scaling, and rapid problem-solving.

Example:

• Public Company Resume: “Managed a $3.5B global P&L, delivering 12% YOY revenue growth while improving shareholder returns.”

• Startup Resume: “Scaled operations from Series A to Series C, securing $80M in funding and growing headcount from 20 to 200.”

Subtle shifts in language and metrics ensure your resume resonates with decision-makers in different environments.

Use a Modular Resume Approach for Quick Customization

You don’t need to rewrite your resume every time—you just need to adjust key sections.

What to keep consistent:

• Professional formatting and overall structure

• Core leadership skills that are universally valuable

• Your high-level career narrative

What to modify for each role/industry:

• Professional Profile: Adjust focus based on job priorities.

• Key Achievements Section: Swap in relevant wins that align with the industry/role.

• Bullet Points: Reorder or rewrite a few bullets to match the job’s main themes.

A well-structured resume should be adaptable in minutes, not hours.

Executive Resumes Need Precision, Not Overhaul

At this level, a tailored approach matters. Hiring committees expect a focused, strategic document that aligns with their business needs.

By making small but powerful adjustments, you can position yourself for roles across different industries while maintaining a cohesive leadership brand.

Now that we’ve covered how to tailor your resume, let’s discuss how to optimize it for LinkedIn and recruiter searches.

How to Stand Out in Today’s Job Market

At the executive level, competition is fierce. The best resumes don’t just list achievements—they tell a compelling leadership story that positions you as the right person to drive business success.

By now, you’ve learned how to craft a strategic, results-driven executive resume that highlights:

• Leadership impact over responsibilities

• Quantifiable business results and industry-specific relevance

• Strategic alignment with hiring manager expectations

However, a great resume alone isn’t enough—here’s how to take it further and truly stand out.

Align Your Resume with Your Broader Executive Brand

Your resume, LinkedIn profile, and overall digital presence should reinforce the same leadership narrative.

Best practice:

• Ensure your LinkedIn profile complements your resume (but isn’t a copy-paste version).

• Publish thought leadership content (articles, LinkedIn posts) to establish credibility in your industry.

• Actively engage with your network—executive hiring often happens through referrals rather than job boards.

Your resume opens doors, but your executive presence gets you into the right seats.

Tailor Your Resume for Every Opportunity

Even at the executive level, customization is key. While you shouldn’t rewrite your resume for every job, small adjustments can make a major impact.

Quick ways to tailor your resume:

• Adjust your Professional Profile to reflect the role’s priorities 

• Reorder Key Achievements based on what’s most relevant 

• Modify bullet points to highlight industry-specific impact

Hiring committees expect tailored resumes—small refinements show you’ve done your research and align with the company’s strategic needs.

Leverage Networking & Referrals for Maximum Impact

The hidden job market is very real—most executive roles aren’t posted publicly.

Best practice:

• Let your network know when you’re open to opportunities.

• Build relationships with executive recruiters & board members in your industry.

• Attend industry events & leadership summits where decision-makers are present.

Leaders who rely solely on online applications often miss out on high-value roles. Proactive networking and branding set you apart.

Stay Ahead of Industry Trends & Executive Hiring Expectations

Companies are evolving, and so are their hiring needs.

What’s shaping today’s executive hiring landscape?

• Digital transformation – Executives who understand AI, automation, and data analytics are in high demand.

• Diversity & Inclusion – Boards are prioritizing leaders who champion diverse, inclusive workplaces.

• Global expansion – Companies want leaders with international market experience.

To remain competitive, position yourself as a future-ready executive who understands where the industry is headed.

Your Resume is Just the Beginning

A well-structured, results-driven executive resume is your first impression—but your career success depends on ongoing positioning, networking, and strategic brand-building.

By combining a powerful resume, strong digital presence, and proactive executive networking, you’ll set yourself apart in a competitive market and secure the high-impact leadership roles you deserve.

Still Have Questions About Executive Resumes? Here Are the Answers You’re Looking For

Executive Resume FAQs

Even experienced executives have questions about how to structure and present their resumes. Below are some of the most common questions executives ask, along with practical answers to help you create a resume that gets results.

Does an Executive Resume Need to Be Two Pages?

Yes, and here’s why.

At the executive level, brevity and clarity are key. Hiring managers and board members don’t have time to read five-page resumes. A two-page resume provides enough space to highlight leadership impact, business results, and strategic vision without overwhelming the reader.

However, certain exceptions apply:

• If you’re in academia, research, or government, where CVs are standard.

• If your experience spans decades in highly complex industries, where more detail may be necessary.

Best practice: Stick to two pages and prioritize high-impact information over an exhaustive job history.

Should I Include Every Job I’ve Ever Had?

No—focus on relevance.

Hiring managers at the executive level care about your most recent and impactful roles. There’s no need to include every job from the start of your career, especially if they’re no longer relevant.

How to handle older experience:

• Summarize roles from 15+ years ago in an "Additional Experience" section without bullet points.

• Focus on the last 10-15 years, as this is what recruiters prioritize.

• If an older role is highly relevant (e.g., you ran a major business transformation), include a brief highlight.

How Do I Handle Employment Gaps or Career Pivots?

Strategic positioning is key.

• If you took time off for consulting, board roles, or executive education, list those activities as legitimate career moves.

• If there was a personal or health-related gap, consider downplaying dates and focusing on your most recent and relevant roles.

• If you’re transitioning industries, highlight transferable skills and align your resume with the target sector.

Example:

• Instead of “Career Break (2021-2022)”, say “Independent Consultant | Advised Tech Startups on Scaling Operations (2021-2022)”

A well-positioned resume turns gaps into strengths by showing continued growth and relevance.

What If I Don’t Have Hard Numbers for My Achievements?

You can still quantify success—even without exact data.

Not every executive has access to precise revenue figures, but you can still highlight impact by using:

• Relative improvements (“Streamlined operations, reducing inefficiencies by an estimated 20%”)

• Team leadership metrics (“Led a 200-person global team across 5 regions”)

• Process efficiencies (“Implemented a digital transformation initiative that reduced turnaround times”)

• Market expansion milestones (“Expanded footprint into 10 new markets, driving business growth”)

If exact numbers are unavailable, use directional indicators ("double-digit growth," "multi-million-dollar deals," "top-quartile performance") to convey impact.

How Do I Showcase Soft Skills Without Sounding Generic?

Demonstrate them through achievements.

Hiring managers expect executives to have strong leadership, communication, and problem-solving skills, but listing these outright isn’t impactful. Instead, .

What doesn’t work: "Strong communicator and team leader with exceptional problem-solving skills."

What works: "Led a 500-person global team across three continents, successfully integrating operations post-merger and improving retention by 20%."

Best practice: Show, don’t tell. Let your achievements reflect your leadership abilities.

Should I Include a Cover Letter with My Executive Resume?

Yes, but only if it adds value.

Many executives assume cover letters aren’t necessary, but they can help when:

• Transitioning industries – You can explain why your skills are transferable.

• Applying to confidential or board roles – Where storytelling matters.

• Cold applications – If you don’t have an internal connection, a well-crafted letter can make a difference.

Best practice: Keep your cover letter concise and focused on impact, not just summarizing your resume.

Do I Need an Executive Summary AND a Key Achievements Section?

Yes, and here’s why.

Your Executive Summary sets the stage by defining who you are and your leadership value.

Your Key Achievements Section is a snapshot of your top 3-5 career-defining wins.

Example structure:

• Executive Summary: “Global business leader with expertise in driving profitability across Fortune 500 organizations.”

• Key Achievements: “Led $1.2B acquisition, integrating teams across North America and EMEA.”

Best practice: Use both sections strategically—one for positioning, the other for immediate impact.

Should I Use a Professional Resume Writer for an Executive Resume?

It depends.

If you struggle with positioning your experience, crafting clear bullet points, or tailoring your resume to specific executive roles, a resume writer can add significant value.

However, not all writers understand executive branding and leadership positioning. If you hire one, ensure they:

• Specialize in executive resumes

• Understand ATS, recruiter behavior, and leadership narratives

• Have a track record of success with C-level and senior executives

Best practice: If you’re unsure whether you need help, get a professional critique before committing to a full rewrite.

Should I Include a Headshot on My Resume?

No, and here’s why.

While some international markets (e.g., parts of Europe) expect a headshot on resumes, it’s not standard practice in the U.S. or for executive roles.

Reasons to avoid including a photo:

• Bias concerns – Many companies aim for blind hiring to reduce unconscious bias.

• ATS incompatibility – Resume scanning systems aren’t built for images and may reject the file.

• Professional branding should stand on leadership & impact, not appearance.

Best practice: If you want to showcase your executive presence, use a polished LinkedIn profile picture instead.

Should My Resume Be in PDF or Word Format?

Both—depending on the situation.

• PDF is best for direct applications or emailing hiring managers since it maintains formatting.

• Word (.docx) is best for ATS compatibility since some applicant tracking systems struggle with PDFs.

Best practice: Keep both versions on hand. If the job application doesn’t specify, assume Word is safer for ATS compatibility.

Clarity Over Complexity

Your executive resume should be focused, strategic, and results-driven. By addressing these common concerns, you’ll create a resume that not only tells your leadership story but also makes it easy for hiring managers to see your value at a glance.

Final Thoughts

If you’ve been struggling to land executive interviews, take a step back and assess—does your resume tell the right story?

A great executive resume isn’t just about what you’ve done—it’s about how you drive meaningful results, solve big-picture problems, and lead organizations to success. It’s a positioning tool, not just a career history.

If this resonated, I’d love to hear your thoughts. What’s been your biggest challenge with executive resumes? Drop a comment or connect—I’m always open to a conversation.