The resume reads like a job description, not a track record of decisions.
CJ
Chanuka Jeewantha
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Chanuka Jeewantha
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At VP and SVP level the resume is not selling skills — it is selling business outcomes, scope of P&L, and team scale. Most senior candidates still write like a manager. We fix that.
Who this is for: VPs, SVPs, GMs, division heads, and senior directors competing for $200K+ roles in the United States and global markets.
The resume reads like a job description, not a track record of decisions.
Scope is vague — "led teams" instead of "led a 42-person product org across three time zones".
Revenue, P&L, and headcount numbers are buried or missing.
The narrative does not match the seniority being claimed.
LinkedIn is weaker than the resume, so recruiter search never finds you.
Executive resumes are read by three audiences in sequence: a junior recruiter doing a 20-second scan, a hiring manager looking for fit and proof, and ultimately a board or compensation committee deciding on an offer. The same document has to work for all three.
We start with a positioning conversation — what role you are actually competing for, what your three or four signature outcomes are, and what the market currently pays for that kind of operator. Then we build the resume around those outcomes, with scope of responsibility (revenue managed, team size, business unit, geography) attached to every meaningful entry.
The opening summary does most of the conversion work. It states what kind of executive you are, in language a board member would use, and immediately backs it up with two or three concrete proof points. The rest of the document supports that claim.
$899
Built specifically for senior leaders. Includes executive resume, executive LinkedIn, executive cover letter, modern format for hiring panels, and a 1-hour strategy call.
Choose This PackageCompare all packages →Three things. First, scope: an executive resume quantifies what you owned (P&L, headcount, business unit, geography). Second, decisions: it shows the calls you made, not just the work that happened. Third, narrative: a senior manager resume lists responsibilities; an executive resume tells a story of operator capability.
Two to three pages is standard in the US for VP / SVP / GM roles. Longer is fine for C-suite if there is substantive content; never pad. Federal executives are an exception — see the federal resume page.
Yes. We work directly with you, your documents are not shared, and we can structure the LinkedIn rewrite to be discoverable without telegraphing that you're actively looking.
Common engagement. We reframe corporate scope into the language of operating leverage, growth rate, and capital efficiency that PE and startup boards look for.
Yes. C-Suite Premium is for sitting or aspiring CEOs, CFOs, and founders and includes content strategy support, quarterly LinkedIn refreshes, and 6-month post-delivery support.
Different industry or career stage? Explore the page that fits your search.
At the CEO, CFO, and founder level, the resume is less a job application and more a credential document — read by boards, search firms, and investors. It has to carry weight at first glance.
Read moreUSAJOBS applications fail more often for formatting reasons than for experience reasons. We write federal resumes that survive the HR screen and read clearly to the rating panel.
Read moreEngineering resumes fail for two reasons: they read like a stack list, or they read like a project diary. Recruiters are looking for impact, scope, and decision quality. We write to that.
Read moreSubmit your current resume, target role, and target market. You'll receive a personal recommendation before any commitment.