How to approach your next senior or executive career move

Senior career decisions carry real weight – both professionally and personally.

Moving into a Director, Head of Service, Executive or Board-level role can shape your reputation, leadership impact and long-term career direction. This guide explores the key areas senior professionals should consider when thinking about their next move, from understanding your motivations and assessing the opportunity, through to managing confidentiality, offer discussions and conversations with a specialist recruitment partner.

“The strongest senior career moves are rarely purely reactive. They usually come from candidates who have taken the time to understand what they want from their next chapter, not just what looks like a logical next step on paper. At this level, the organisation you join, the leadership team you step into and the responsibilities you take on matter just as much as the title. Getting those things right takes honest reflection, careful thought and often a conversation with someone who knows the market well.”  

Nikki Kinsey, Group Director, Sellick Partnership

Many senior professionals are not actively searching for a new role when an opportunity presents itself, but that does not mean it should be dismissed. Knowing how to evaluate an opportunity carefully, and who to speak to in confidence, is as important as knowing when you are ready to move.

What this guide covers

This guide is for senior professionals who are actively considering a move, open to the right opportunity or simply thinking ahead. It covers:

• Understanding your motivations for moving
• Assessing more than the job title
• Evaluating culture and leadership fit
• Positioning your senior experience
• Preparing for executive-level assessment
• Managing confidentiality during your search
• Reviewing salary, package and opportunity
• Approaching the offer stage carefully
• Working with a specialist senior recruitment partner
• Frequently asked questions

Why are you considering a move?

Whether you are actively looking or have been approached about an opportunity, it is worth taking time to understand what is driving your interest. Not to justify it to anyone else, but because clarity at this stage shapes every conversation that follows.

Common reasons for considering a senior move include:

• A desire for broader strategic influence or a larger leadership scope
• The opportunity to lead transformation, change or growth at an organisational level
• A desire for stronger alignment with your values, leadership style or long-term ambitions
• Progression from senior management into executive leadership
• Geography, flexibility or quality of life
• A wish to move into a different sector, such as moving between public, private or not-for-profit organisations

The important exercise is identifying both your non-negotiables and your areas of flexibility. If you know what you need from your next role, and where you are willing to be pragmatic, you can assess opportunities with more confidence and make better decisions if the conversation progresses.

What does the right senior opportunity look like?

Job titles are a starting point, but they should not be the only reason for considering a move. In senior and executive roles, the substance of the opportunity often matters far more than the title on an organisation chart.

When assessing any opportunity, look carefully at:

• Remit and scope: what does the role actually own, and is the brief clear and meaningful?
• Reporting lines and authority: who do you report to, and what level of autonomy does the role carry in practice?
• Board and stakeholder relationships: what is the nature of the relationship with Board members, governance structures, investors, elected members or other key stakeholders?
• Budget, resource and team structure: what financial and people resource does the role control, and what kind of team are you inheriting?
• Organisational priorities: what strategic challenges and ambitions is the organisation working through right now?

Understanding why the role exists is particularly useful. A role created for growth will feel different to one created because of restructure, succession planning, performance challenge or organisational change. Ask what success looks like at six months, 12 months and two years, and pay attention to whether the answers are realistic and coherent.

How can you assess whether an organisation's culture is right for you?

Technical capability may secure your place in the process, but culture often determines whether the role will work for you long term.

Ask yourself where you have done your best leadership work. What conditions, pace, values and senior team dynamics have helped you perform at your best? Your answers will give you a useful benchmark when assessing a new opportunity.

Throughout the process, pay attention to how the organisation communicates, who you meet, how people talk about the organisation, and whether the values in the brief are reflected in practice.

The goal is not to find a perfect organisation, but one where your leadership style, values and working approach are well matched. At this level, the recruitment process should give you the opportunity to assess the organisation as much as it assesses you.

How should you position your senior experience?

Senior professionals often undervalue the importance of how they communicate their experience. There can be an assumption that career history speaks for itself, but it rarely communicates impact as clearly as it could.

At Director and executive level, the focus should shift from responsibilities to outcomes. A prospective employer will want to understand what you delivered, what changed because of your leadership and what you influenced.

That means being explicit about:

• Budgets managed and financial accountability held
• Size and structure of teams led
• Transformation or change programmes delivered
• Service outcomes or commercial results achieved
• Strategic decisions you shaped, sponsored or owned
• Stakeholder and Board relationships managed

Quantify where you can. Not every achievement has a number attached to it, but most have some measurable dimension, whether that is savings delivered, income generated, services transformed, headcount managed or regulatory outcomes achieved.

Your CV and interview examples should be tailored to the role in question. A senior CV that clearly connects your background to the challenges of the role will be far stronger than one that simply lists responsibilities and career history.

For practical guidance on structuring an executive-level CV, read our dedicated guide: How to Write a Standout Executive CV.

What does executive-level assessment involve?

Senior and executive recruitment processes assess more than technical expertise. Employers will usually assess leadership judgement, strategic thinking, values and the ability to lead through complexity.

The format will vary by role, but may include panel interviews, Board presentations, scenario-based discussions, stakeholder meetings, role-specific technical assessment, and psychometric or leadership style assessments.

Strong preparation starts with understanding the role brief. Identify the main challenges the role needs to address, then build your evidence around those themes.

“At executive level, assessment is rarely just about whether a candidate can do the technical aspects of the role. Employers are usually looking much more closely at judgement, strategic thinking, leadership style and how someone navigates complex stakeholder environments. The candidates who perform best are the ones who go beyond prepared examples and show clear evidence of how they lead through ambiguity, influence at senior level and make well-balanced decisions under pressure. Strong preparation at this level means understanding the context of the role and being ready to demonstrate not just what you have done, but how you think and operate as a leader.” 

Nikki Kinsey, Group Director, Sellick Partnership 

Why does confidentiality matter in a senior search?

For most senior candidates, confidentiality is a professional necessity rather than a preference. Exploring the market can create sensitivities with colleagues, stakeholders and governance structures long before any decision has been made. A specialist recruitment partner should be clear about how and when your details will be shared. Any sensitivities, such as potential conflicts of interest or internal succession plans, should be discussed from the outset. That allows you to explore opportunities discreetly and make informed decisions without unnecessary exposure.

“For many senior candidates, confidentiality is a critical part of the process, particularly if they are in visible leadership roles or operating in a closely connected market. At Sellick Partnership, we take time to understand any sensitive situations from the start, agree how and when a candidate’s details can be shared, and make sure no information is disclosed without clear consent. That allows senior professionals to explore opportunities in a measured and discreet way, without unnecessary exposure in their current organisation or market. For candidates who are not actively looking, an initial confidential conversation can be a valuable way to understand the market before deciding whether to engage further.” 

Nikki Kinsey, Group Director, Sellick Partnership 

How should you think about salary, package and long-term value?

For senior roles, the financial proposition often extends well beyond base salary. Pension contributions, bonus structures, equity options, benefits, flexible working arrangements and notice periods can all form part of the overall package – and each carries different weight depending on your personal circumstances and career stage.

It is also worth considering the wider proposition, including the scope of influence, leadership team, organisational ambition and long-term career value. A higher salary may not outweigh a role with limited substance or strategic impact.

Public sector and not-for-profit roles often offer different package structures to private sector roles. Each can offer strengths that candidates may underestimate when moving between sectors. A specialist recruiter with genuine market knowledge can give you an accurate and honest picture of what is realistic, what to expect and how to approach conversations before entering any negotiation.

What should you consider carefully at offer stage?

The offer stage at senior level can be more complex than it appears. Practical considerations include package details, reporting lines, authority, notice period length, resignation timing, any contractual restrictions, family or location factors if relocation is involved, and how to handle stakeholder communication internally.

Counter-offers can still arise at senior level and deserve careful thought. The most useful question to ask yourself when a counter-offer arrives is whether it changes the reasons you were open to the opportunity in the first place. If the answer is no, and the underlying motivations around remit, culture, growth, values or long-term direction remain the same, the decision to move forward may be clearer than it feels in the moment.

A specialist recruiter can also help you work through the detail of an offer, clarify any questions around package, remit or timing, and keep communication moving carefully between both sides.

How can a specialist senior recruitment partner support your decision-making?

A specialist senior recruiter can help you understand the market, sense-check opportunities and make informed decisions about your next move. The most valuable support often comes through honest market insight, early-stage confidential conversations and preparation that goes beyond interview technique.

At Sellick Partnership, the Senior & Executive recruitment team works with Director-level, Head of Service, and Board-level professionals across the public, private and not-for-profit sectors. That breadth of market knowledge means conversations are grounded in what is happening across the senior market, including the roles coming forward, what organisations are looking for and what candidates are experiencing.

For passive candidates who are not actively looking but would be open to the right opportunity, a specialist recruiter can provide a way to understand the market without committing to a formal process. This relationship is often built over time, giving you space to have early conversations, understand what is happening in the market and decide whether an opportunity is right for you.

The Senior & Executive recruitment team at Sellick Partnership supports senior professionals and leadership appointments nationwide, across roles including Chief Executive, Director of Finance, Director of Legal Services, Director of HR, Head of Procurement and Transformation Programme Director.

Making your next senior move count

A senior career move is more than a job change. It can shape the leader you become, the work you influence and the impact you have. Getting it right takes time, reflection and access to the right information and support.

The areas covered in this guide are not a checklist to rush through. They are prompts to help you make a well-informed decision.

If you would like a confidential conversation about your next career move, the Sellick Partnership Senior & Executive team can speak with you at any stage. Speak to our team or browse our latest senior and executive roles.

Frequently asked questions

What makes a senior or executive career move different from other career decisions?

Senior and executive moves can carry wider implications for your long-term career direction, reputation and leadership style. Culture, reporting lines, stakeholder relationships, organisational priorities and the quality of the senior team all matter alongside the role itself.

How do I know if I am ready for an executive-level role?

You may be ready if you are already shaping strategy, managing senior stakeholders, leading complex programmes or making decisions beyond your current remit. A confidential conversation with a specialist recruiter can help you sense-check your experience, understand how your background compares with current opportunities and identify any areas to strengthen.

Should I speak to a specialist senior recruiter if I am not actively looking?

It can be helpful to speak to a specialist recruiter before you are actively looking. Many senior candidates build relationships with recruiters over time, giving them access to market insight, early conversations and discreet opportunities when the timing is right.

How long do senior and executive recruitment processes typically take?

Timelines vary depending on the role, sector and organisation. Senior permanent appointments can take several weeks or, in some cases, a few months, particularly where governance, panel interviews and internal sign-off are involved. Interim senior roles often move faster.

What should I do if I receive a counter-offer from my current employer?

Consider whether the counter-offer changes the reasons you were open to the opportunity in the first place. If it does not address your underlying motivations around progression, culture, influence, remit, values or long-term direction, it may only delay the decision rather than change it.

Does Sellick Partnership recruit senior roles in both the public and private sectors?

Yes. Sellick Partnership’s Senior & Executive team recruits across the public, private and not-for-profit sectors, including roles such as Chief Executive, Finance Director, Director of Legal Services, Director of HR, Operations Director and Head of Procurement.

How confidential is a conversation with Sellick Partnership?

Any initial conversation with Sellick Partnership is treated confidentially. Your details will not be shared with a client or organisation without your consent, and any sensitivities around your current role, market visibility or potential conflicts can be discussed from the outset.

Do I need an executive CV before speaking to a recruiter?

Not necessarily. While a strong executive CV is important for a formal process, an initial conversation can still be useful before your CV is finalised. A specialist recruiter can help you understand how your experience may align with current opportunities and where your CV may need strengthening.