The market has changed—and so has the way retained recruiters build their candidate lists.

Over the years, I’ve built close relationships with full-time recruiters and sourcers. As a sought-after marketing leader, I’ve had a front-row seat to how they actually search for talent. Are they looking for the most qualified candidate? The best cultural fit? Sometimes. But first, they build an initial slate—often just 10 to 50 names—based on who shows up in the right searches and conversations.

I’ve seen exceptional executives—proven operators across multiple functions—struggle to land their next role. Meanwhile, others with less experience glide into new opportunities. My friend John and I have walked alongside many in our circle during these transitions, sharing what we’ve learned and offering tactical guidance.

After one of those conversations—with a friend who had recently exited a senior role with full P&L ownership at a public company—I decided to turn what we were walking through into a document. Something more structured. Something others could use without starting from scratch.

This guide reflects what works: how to become visible to the right people at the right time. It’s improved with input from friends and leaders who’ve put it to use—and I welcome your feedback to continue refining it.

After downloading the guide, you’ll have the option to receive The Growth Operator Brief—my short, bi-weekly email for executives focused on scaling with clarity, building trust, and leading high-performance teams.