Executive CV Strategy (Core Competencies)

Best Executive CV Strategy: ExecutiveCV.net has an established methodology (proven formula) for writing executive CVs, covering very different scenarios. Initially, we evaluate CVs against four executive CV competencies before applying WHAT candidates have done, HOW they have done it and IMPACTS / OUTCOMES / ACHIEVEMENTS to establish credentials for succeeding at highest levels within organisations.

Executive CV Strategy: Competencies

The following executive core competencies underpin any effective executive resume strategy, though the degree emphasis on each competency depends targeting specific requirements of job roles and individual career circumstances. When defining an executive CV strategy, we consider the following elements for each customer and offer a comprehensive approach for aligning executive CV competencies towards ideal target roles (next career move).

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Strategic Decision-Making Credentials
  • Assessing evidence of strategic thinking via strategy development and implementation.
  • Setting priorities and objectives; defining a strategic pathway; creating a sense of purpose or vision.
  • Achieving set objectives; meeting performance targets; taking advantage of business opportunities.
Exceptional Leadership Qualities
  • Effective leadership is a critical success factor and key differentiator at the highest level.
  • Outstanding personal qualities to influence, engage and negotiate with key decision-makers.
  • Proven people management, team development and leadership skills across the wider business.
Sound Financial Management & Decision-Making
  • Strategic decision-making requires strong financial awareness (i.e. profit/loss, budgets and controls).
  • Providing justification for decisions by weighing up alternatives (presenting financial business cases).
  • Steering organisations through turbulent times, funding investment for growth and reporting metrics.
Areas of Expertise & Specialisation
  • Showcasing specialist knowledge, skills and expertise (a good differentiator at the top-level).
  • Technical understanding of scenarios, decision-making, processes, policies and regulations, etc.
  • Specialist knowledge / technical insights – strategic decisions, innovation & identifying opportunities.


  • Strategic Management: Strong evidence of strategic thinking, long-term planning and awareness.
  • People Management: Managing teams; development, coaching and recruitment; staff engagement.
  • Line Management: Day-to-day managerial responsibilities, directing operations and direct reports.
  • Business Leadership: Leading, motivating and inspiring teams to realise overall company objectives.
  • Progressive Development: Evidence of strong career progression and longstanding track record.
  • Career Recognition: Profiling achievements and industry/company awards and wider recognition.
  • Global Management: Thinking strategically in a wider global context (global operating environment).
  • Career Development: Evidence of Continued Professional Development (CPD) – skills development.
  • Formal Accreditation: Chartered qualifications, professional memberships and wider associations.
  • Programme Leadership: Track record of delivering multiple projects, programmes and initiatives.
  • Financial Management: Profit/loss accountability, budgets, controls, reporting and good awareness.
  • Specialist Knowledge: Demonstrating strong technical credentials and expertise in certain areas.
  • Change Management: Leading change / transformation projects to realise wider business benefits.
  • Personal Effectiveness: Bringing something different (unique) and going the extra mile to succeed.

Boardroom positions relate to corporate executive board members or an executive committee as part of a wider group of companies and corporate structure. Executive boards often comprise serving company presidents and senior directors as well as non-executive directors. These positions are at the very highest levels within organisations, carry the most authority and are highly accountable to senior stakeholders (i.e. shareholders; investors; employees; banks; major customers; audit committees; governance boards and so on). Chief officer roles are high profile (figureheads), provide leadership and have managing directors, functional directors or operating company structures reporting into the executive board, thereby giving a clear organisational and decision-making hierarchy.

Board Executive Resumes

With these characteristics in mind, we have designed a range of services showcasing careers of chief officers, proven track record and exceptional progression to stand out from their peers. Leadership credentials, influencing skills, defining culture, understanding the bigger picture, driving corporate strategy, stakeholder engagement and guiding organisations through key developmental stages (i.e. sustainable growth; M&A activities; strategic transformation; change management; capability development; geographical expansion and so on). Chief officers are often visionary (very forward-thinking in approach) with a clear understanding of business requirements, overall mission and long-term strategy roadmap.

Emphasis is also on talent management, where global corporations and large organisations tend to pay a premium for talented individuals with proven executive leadership credentials. Exceptional career progression, thought leadership, industry expertise, specialist skills, proven track record, strong professional development and an accumulated decision-making knowledge base are all key differentiators at the very highest levels within organisations.

As a result, we are sensitive to the needs of chief officers, executive vice-presidents and non-executive directors by carefully understanding requirements and putting in place strategies to help engage effectively with target employers, key contacts and executive headhunters. This is with the purpose of creating opportunities for top-level executives. Our solutions include:

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