In the spirit of improving your EQ, when speaking to a potential employer (or a headhunter), it's important to calibrate the speaking/listening equation.
This is different from the 2-3 sentence header I recommend candidates put at the top of their resumes.
A headhunter works directly with stakeholders to define a business opportunity, then creates and runs a process to hire for that opportunity.
I've been talking with multiple people recently laid off by tech companies.
While I have placed people across industries (from media to brand, for instance), the transition is perhaps a bit more linear than most people expect.
How much of this advice to a 22-year-old entry-level candidate is applicable to executives?
Nobody dislikes a builder, but in the world of creative and our shifting media space, position yourself as a co-architect and planning partner, not just the general contractor.
If you're searching/interviewing, you are better off taking a position of authority in preliminary conversations about money.
Try to determine what motivates you be it money, title, culture, company values, work/life, management, equity, growth opportunity, etc.
Here is the best, and most comprehensive breakdown I've seen and should help you (as it helped me) navigate the value of equity in compensation.
There are multiple components to your compensation.
