Your Experience Section Could Make or Break the Interview
For CSuite leaders, the experience section of your CV is not a chronology of employment. It is a business case; the evidence that underpins your executive summary and convinces boards, investors, and search firms that you are worth meeting. Crafted with care, it projects commercial authority; written poorly, it reduces even the most accomplished career to a list of duties.
Structure with Intent
Reverse chronological order is essential: your most recent role demonstrates your current level of impact.
Limit the scope to the last 10–15 years; older roles can be placed under “Additional Experience.” Avoid terms such as “former” which may unintentionally signal age.
Title, company, and years are non-negotiable. Months are unnecessary at senior level and can clutter the page.
Where an organisation is not widely recognised, include a one-line description (size, sector, or geographic reach).
Tip: A brief descriptor also works strategically if you’ve worked in a “challenger brand” or high-growth company, signalling agility compared to FTSE or Fortune firms.
Context, Then Impact
Recruiters spend nearly 40% of their CV review time on this section (Ladders research). They are not looking for job descriptions; they want to see evidence of value delivered. Provide concise context: your remit, reporting line, P&L accountability - then move directly to achievements.
Translate Leadership into Evidence
At this level, outcomes matter more than activities. According to Jobvite, 90% of recruiters favour CVs with metrics over those without. For executives, this means:
Financial impact: revenue growth, EBITDA improvements, M&A outcomes.
Operational results: efficiency gains, digital transformation, supply-chain optimisation.
People leadership: headcount, span of control, retention, succession planning.
Strategic influence: entry into new markets, restructuring, ESG initiatives, stakeholder engagement.
Phrase everything as an action with outcome
Weak: “Responsible for a £300m division.”
Strong: “Led £300m division, delivering 12% year-on-year growth and securing market leadership in EMEA.”
Curate, Don’t Catalogue
Your CV should spark an interview, not exhaust it. Resist listing every industry or market; leave room for curiosity. Keep achievements to three to five bullet points per role; it signals authority and confidence.
Tip: Prioritise achievements most aligned with the role you’re pursuing. Tailoring is not optional at senior level, it is expected.
The Subtleties That Set Leaders Apart
Board interaction: If you’ve presented to, or influenced, the board, state it; it signals gravitas.
Scale of influence: Mention budgets managed, global reach, and stakeholder scope. A £50m transformation is understood differently to a £5bn one.
Language of leadership: Use verbs that convey direction and influence e.g.: shaped, accelerated, transformed, secured - rather than generic managed or oversaw.
Global context: If relevant, highlight cross-border leadership. Research shows 72% of global executive recruiters value international exposure as a differentiator (Korn Ferry).
Commercial narrative: Tie each achievement to the bottom line or strategic vision. Even cultural or people-focused initiatives should be positioned as commercial enablers.
Why This Matters
Executives are often overlooked not for lack of achievement, but for lack of evidence. A CV that reads like a job description signals compliance; a CV that reads like a record of impact signals leadership. Data confirms this: LinkedIn reports that CVs highlighting results are 40% more likely to convert into interviews than those focused on responsibilities.
Your experience section is not history. It is evidence. Present it with clarity, precision, and authority… and you will command attention where it matters most.
