How to Network as a Senior Executive

In a world where every executive has a firm handshake and a stack of business cards, how do you become the person everyone remembers after a conference? After attending dozens in the past decade, I've developed a strategy that transforms conferences from transactional meetups into relationship goldmines. ♟️Pre-Conference LinkedIn Strategy The real networking begins weeks before the event. Review the speaker and attendee lists, then connect with key individuals on LinkedIn with a personalized message: "I noticed we’re both attending the Stand & Deliver event. I'd love to connect. See you soon." This pre-conference connection creates a warm introduction and significantly increases your chances of meaningful engagement. 👗👔The Memorable Wardrobe Element In my early career, I blended in at conferences. Now? I'm known for wearing a little more color (often D&S Executive Career Management teal) or patterns that are professional yet distinctive. When someone says, "Oh, you're the one with the great dress," you've already won half the networking battle. 🤝Contribute Before You Collect** Instead of collecting business cards, focus on providing immediate value in conversations. Can you connect someone to a resource? Share relevant research? Offer a solution to a challenge they mentioned? The executives who stand out aren't those who take the most cards—they're the ones who solve problems on the spot. What networking approach has worked for you at recent conferences? Share in the comments below! #ExecutiveLeadership #NetworkingStrategy #ConferenceSuccess #ProfessionalDevelopment

A senior cloud architect sent me a connection request last week with this message: "I'm interested in roles at AWS. Do you have any openings that fit my background?" No context. No relationship.  And no research into the roles I might work on. I see versions of this 30–40 times a week. And I know the intent is good — people are trying to follow the advice they're given: "Network to land your next role." The problem? Most people are confusing outreach with networking. After a decade in technical recruiting, I've noticed a clear pattern: The people who land roles faster aren't sending more DMs. They've built visibility before they ever hit send. Here's what commonly shows up in my inbox: "I recently interviewed — can you follow up?" "Do you have 15 minutes for a coffee chat?" "I'm seeking a Solutions Architect role." People are taking action. That's not the issue. The issue is that recruiters and hiring managers get dozens of these messages daily — all from people they don't know. At that volume, it's almost impossible to know how to help. At the senior level, transactional networking rarely turns into opportunity. Sound familiar? So what does strategic networking actually look like? It's less about who you message — and more about who already recognizes your name when you do. Here are five true networking approaches I’d recommend to senior-level tech professionals: 1️⃣ Engage in tech-specific LinkedIn groups  This creates one-to-many visibility. Hiring managers and recruiters are often in the same spaces — credibility builds through contribution. 2️⃣ Comment meaningfully on posts from leaders in your space  Skip "Great post." Add perspective based on experience. Do this consistently and your name starts showing up in the right feeds. 3️⃣ Share insights from your own work  You don't need thought-leadership essays. A poll about a challenge you're navigating. A short reflection on a lesson learned. Even adding your take to someone else's post. The goal is visibility, not virality. 4️⃣ Write recommendations for former teammates  In addition to helping a teammate out, your name will appear on their profile. This is passive visibility that compounds. 5️⃣ Engage with hiring managers before messaging them  Comment on what they share. When you eventually reach out, you're not a stranger — you're familiar. I've seen this shift change the trajectory of job searches. Not because someone's resume suddenly improved — but because the right people already knew who they were before a role opened. 👉 Which of these five are you already doing or planning to start? Drop the number below. And if someone in your network is in search mode, feel free to share this with them.

A senior executive I know just texted me: "Remember that guy I grabbed lunch with in 2021? We've barely talked since. He just called me about a C-suite role." Four plus years. Maybe three conversations. One career-defining phone call. Here's what most people get wrong about professional relationships: They think it's about volume. More coffee meetings. More LinkedIn comments. More "let's catch up" emails that feel like obligation. But the executives with the strongest networks? They treat relationships like a long-term investment portfolio, not a transactional sales pipeline. 𝗧𝗵𝗲 𝗣𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝘁𝗼 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀: 𝗤𝘂𝗮𝗹𝗶𝘁𝘆 𝗢𝘃𝗲𝗿 𝗤𝘂𝗮𝗻𝘁𝗶𝘁𝘆 You don't need 500 LinkedIn connections who wouldn't recognize you in an elevator. You need 50 people who'd take your call during their kid's soccer game. Depth beats breadth every time. 𝗣𝗹𝗮𝗻𝘁 𝗦𝗲𝗲𝗱𝘀, 𝗡𝗼𝘁 𝗗𝗲𝗺𝗮𝗻𝗱𝘀 Send the article that made you think of them. Make the introduction that helps their business. Share the opportunity they'd be perfect for. No ask attached. No quid pro quo expected. 𝗧𝗵𝗲 𝟵𝟬-𝗗𝗮𝘆 𝗧𝗼𝘂𝗰𝗵 𝗥𝘂𝗹𝗲 Every quarter, one meaningful touchpoint with your core network. Not "checking in" emails. Real value: An insight, a connection, a resource. Takes 10 minutes. Compounds over years. 𝗕𝗲 𝗜𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗲𝗱, 𝗡𝗼𝘁 𝗜𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗶𝗻𝗴 Stop crafting the perfect elevator pitch. Start asking better questions. The most powerful networkers I know remember your kid's college search, not your revenue targets. One client implemented this approach and told me: "I stopped networking and started actually caring about people. Turns out that's the whole secret." Because authentic relationship building isn't about working the room or perfecting your personal brand. It's about being genuinely useful to people with zero expectation of return. The executive who texted me? She hadn't actively "networked" with that person in over four years. She'd simply been helpful when it mattered, stayed loosely connected, and trusted that good relationships create their own opportunities. Your next breakthrough won't come from the person you pitched perfectly at last night's event. It'll come from someone you helped years ago who suddenly needs exactly what you offer. Stop networking. Start investing. 💭 What's one relationship you've let go dormant that deserves a genuine reconnection this week? ------------ ♻️ Share with someone who needs to rethink their approach to professional relationships ➕ Follow Courtney Intersimone for more truth about building executive influence

If you’re an executive exploring new opportunities right now, you’re getting flooded with conflicting advice. Post more. Network harder. Message recruiters. “Grab 15 minutes.” Rinse and repeat. Here’s the part no one explains clearly: Executive recruiters are engaged to solve high-stakes leadership problems for CEOs and boards. That means our time is structured around delivering results. I value relationships, but saying yes to every proactive call would dilute the focus required to serve current mandates well. So when a cold connection is immediately followed by “Can I get 15 minutes of your time?” — it rarely gets prioritized. Instead, do this 👇 1️⃣ Reference something specific. Mention an active search, a post they wrote, or a space they specialize in. Demonstrate relevance and show that you understand their focus. 2️⃣ Position yourself in 2–3 lines. Not a resume. Not your full bio. A clear, differentiated snapshot of what you actually do well. 3️⃣ Clarify your intent. Are you exploring new roles? Building a team this year? Relocating? Just staying warm? Context matters. 4️⃣ Offer reciprocity. Are you hiring? Can you refer strong talent? Do you have insight into a niche market? Executive relationships are two-sided. Retained search partners aren’t avoiding conversations. We’re prioritizing alignment. Specific > generic Mutual value > one-sided outreach Clarity > “quick chat" Thoughtful outreach stands out. Every time.

In the U.S., you can grab coffee with a CEO in two weeks. In Europe, it might take two years to get that meeting. I ’ve spent years building relationships across both U.S. and European markets, and if there’s one thing I’ve learned, it’s this: networking looks completely different depending on where you are. The way people connect, build trust, and create opportunities is shaped by culture-and if you don’t adapt your approach, you’ll hit walls fast. So, if you're an executive expanding globally, a leader hiring across regions, or a professional trying to break into a new market-this post is for you. The U.S.: Fast, Open, and High-Volume Americans love to network. Connections are made quickly, introductions flow freely, and saying "let's grab coffee" isn’t just polite—it’s expected. - Cold outreach is normal—you can message a top executive on LinkedIn, and they just might say yes. - Speed matters. Business moves fast, so meetings, interviews, and hiring decisions happen quickly. But here’s the catch: Just because you had a great chat doesn’t mean you’ve built a deep relationship. Trust takes follow-ups, consistency, and results. I’ve seen European executives struggle with this—mistaking initial enthusiasm for long-term commitment. In the U.S., networking is about momentum—you have to keep showing up, adding value, and staying top of mind. In Europe, networking is a long game. If you don’t have an introduction, it’s much harder to get in the door. - Warm introductions matter. Cold outreach? Much tougher. Senior leaders prefer to meet through trusted referrals—someone who can vouch for you. - Fewer, deeper relationships. Once trust is built, it’s strong and lasting—but it takes time to get there. - Decisions take longer. Whether it’s hiring, partnerships, or leadership moves, things don’t happen overnight—expect a longer courtship period. I’ve seen U.S. executives enter the European market and get frustrated fast—wondering why it’s taking months (or years!) to break into leadership circles. But that’s how the market works. The key to winning in Europe? Patience, credibility, and long-term thinking. So, What Does This Mean for Global Leaders? If you’re an American executive expanding into Europe… 📌 Be patient. One meeting won’t seal the deal—you have to earn trust over time. 📌 Get introductions. A warm referral is worth more than 100 cold emails. 📌 Don’t push too hard. European business culture favors depth over speed—respect the process. If you’re a European leader entering the U.S. market… 📌 Don’t wait for permission—reach out. People expect direct outreach and initiative. 📌 Follow up fast. If you’re slow to respond, the opportunity moves on without you. 📌 Be ready to show value quickly. Americans won’t wait months to see if you’re a fit. Networking isn’t just about who you know—it’s about how you build relationships. #Networking #Leadership #ExecutiveSearch #CareerGrowth #GlobalBusiness #US #Europe

In my early career, I thought networking was all about building as many connections as possible. But I quickly learned that effective networking isn't about the quantity of your connections—it's about the quality. Throughout my career, the connections that have truly made a difference weren’t the ones where I just asked for help—they were the ones where I made it easy for others to want to help me. If you want to make others genuinely want to help you, it’s crucial to move beyond simply asking for favors. Instead, focus on creating value and building relationships where both parties benefit. So, how can you do the same? Here are four tactical tips to help you network effectively: ✅ Do Your Homework Before reaching out, research the person or company you’re interested in. Understand their work, challenges, and how you can add value. For instance, instead of asking a connection for job leads, do your own research first. Identify specific roles and companies you’re targeting, and then ask if they can help with an introduction. This approach shows initiative and respect for their time. ✅ Be Specific in Your Ask Whether you’re asking for an introduction, advice, or a referral, be clear and concise about what you need. For example, instead of asking, “Do you know anyone hiring?” say, “I noticed [Company Name] is looking for a [Role]. Would you be open to introducing me to [Person]? I’m happy to send you my resume and a brief write-up you can pass along, too.” This shows that you’ve taken the initiative and makes it easier for your contact to say yes. ✅ Offer Mutual Value When requesting a meeting or advice, frame it as a two-way conversation. Instead of saying, “Can I pick your brain?” try something like, “I’d love to exchange ideas on [specific topic] and share some strategies that have worked for me.” This not only makes your request more compelling but also positions you as someone who brings value to the table. ✅ Follow Up with Gratitude After someone has helped you, don’t just say thank you and disappear. Keep them in the loop on how their help made an impact. Whether you got the job, secured the meeting, or just had a great conversation, let them know. This closes the loop and makes them more inclined to help you in the future. Your network is one of your greatest assets—nurture it well, and it will be there for you when you need it most. What’s one networking tip that’s helped you build stronger connections? *** 📧 Want more tips like these? Join Career Bites - free weekly bite-sized tips to supercharge your career in 3 minutes or less: lorraineklee.com/subscribe 📖 You can also get behind-the-scenes stories, updates, and special gifts for my upcoming book Unforgettable Presence: lorraineklee.com/book

Some free advice for anyone hunting their next senior executive gig. This week, I had the pleasure of joining Mel Forsythe, the Directioneering team, and connecting with a group of outstanding leaders across the country as they navigate their next career chapter. I walked away energised, not just by the calibre of leadership talent, but by the conversations that followed. I was asked to share a few tips for successful job hunting at the senior executive level. Here’s what we covered: (1) Start with who you are, not what you do. Ask yourself: What kind of problems do I love solving? Who do I do my best work with? What kind of culture lifts me, rather than drains me? Queensland’s full of talented people doing great work; the ones who stand out are those who know their story. (2) Don’t hide behind your resume. People don’t hire paper, they hire energy, attitude, and belief. Show up with curiosity, not desperation. When you speak with a recruiter or a potential employer, make it easy for them to remember you, tell stories, show depth, and connect the dots between your experience and their needs. (3) Make a deliberate effort to network, both digitally and in person, treating it as a skill to be improved over time. Seek mentors and actively participate in professional groups or associations related to your industry. (4) Treat the search like a project. Map your market. Identify the organisations whose mission and leadership you believe in. Tap your network; the best roles aren’t advertised; they come via the network. (5) Don’t chase every car that drives past. Meaning, don't apply for every job. Be deliberate. As I often tell candidates, “Fast isn’t the risk, delay is.” (6) Back yourself, but be coachable. "Confidence opens doors, humility keeps them open". The leaders who grow fastest are the ones who can both articulate their value and still take feedback without flinching. (7) Choose the boss, not the logo. The best job in the world will crush you under a bad leader. The best leader will make even an average job feel like a calling. Find the person you’d want to follow up a hill, not just the brand that looks good on your LinkedIn. (8) Develop a succinct elevator pitch tailored to your value proposition and the type of role you’re seeking. (9) Engage executive search firms selectively, seeking referrals and fit rather than generic services, and beware of less ethical practices. Top tip: pick up the phone and talk with the consultant before applying. Their insights might be the difference between success and redirection. (10) Don’t forget to recharge. Looking for work can feel like a full-time job. Rest, exercise, connect with the kids, whatever keeps you grounded, because your energy is what people buy first. Above all, maintain resilience and perspective: you’ll learn far more from trying, and even failing, than from sitting on the sidelines. As Wayne Gretzky, famously stated, "You will miss 100% of the shots you don't take."

I was always a do-er. Never one for small talk. A happy introvert when left alone to juice up her think-power could whip up a storm. This was never a problem till I became the go-to for every account on fire and clients started asking for me by name to be on their accounts. Being a good do-er pushed me up the ladder. And you know what else comes with being pushed up the ladder? Small talk. Networking. Smiles. Ugghfffffffffff ! 🫨 🤒 😒 𝐒𝐨 𝐈 𝐠𝐨𝐭 𝐬𝐦𝐚𝐫𝐭. I timed my arrival at the meetings 10 seconds after my senior. 😏 My cab often got lost in the bylanes of the city to make this happen. 😜 I used to carry cue cards. 😬 I reserved my comments only for work. 🤓 I would hide in the crowd to avoid eye contact. 😶🌫️ My hands and mouth were always occupied with a cup of tea or cookies. 😊 𝐌𝐲 𝐬𝐞𝐧𝐢𝐨𝐫 𝐦𝐞𝐧𝐭𝐨𝐫 𝐠𝐨𝐭 𝐬𝐦𝐚𝐫𝐭𝐞𝐫. 😎 She took the client teams into confidence. 😐 She started timing her arrival at meetings five mins after me. 😝 She gave me an ultimatum of making a genuine connect without being creepy, with atleast one of the team members on the brand side. 🤨 She also equated my performance appraisal with the number of non-work related lines I spoke in every meeting. 🤕 She pushed me to challenge myself to evolve. Little by little. Conversation by conversation. In #PR this was also assumed to be second nature but I had to build that muscle. Today I network with ease. I am usually the first one to say hello, facilitating introductions & pulling people together in the room. I know networking is tough. For #introverts it is tougher. After 100s of wasted hours on networking, after which I would literally shut down, l now have these 𝟕 #networking rules that I share with all teams ⬇️ 1️⃣ Mindfulness is essential in networking. Go for meets that have topics or a gathering of a profession that really excites you and you want to know more about. 2️⃣ Ask the organizers for a list of attendees in advance and identify 3-4 people that you really want to meet. Research them and have a few questions ready that you want to ask them about their work / career. 3️⃣ While you do the above with the intensity of an introvert, communicate this without being stalk-ish or creepy. 4️⃣ Ask questions that will genuinely excite the person in front and pay attention to the answer. Listen to understand, not respond. 5️⃣ Be kind. If you see someone struggling or alone, pull them into the conversation. 6️⃣ Go with positive energy and a positive attitude. It matters and it shows. 7️⃣ If the energy of the networking meet does not resonate with you, get up and walk out. Networking is essential for the growth of your career esp as you move up the ladder. Find your own process, perfect it & make it work for you before your HR/ mentor / senior assigns you a formula that makes you gag. Not kidding. True story. #publicrelations #meetingnewpeople #introvertsinpr #linkedin #careeradvice

𝐓𝐡𝐮𝐫𝐬𝐝𝐚𝐲 𝐓𝐡𝐨𝐮𝐠𝐡𝐭𝐬 If you’re spending hours scrolling executive job boards, tailoring resumes for every role, and still hearing crickets, you’re not alone. It’s a painful reality many senior professionals face. Here’s the brutal truth few talk about: 90 to 95 per cent of senior executive roles never get posted publicly. Why does this happen? Executive hiring is a very different game. These roles are often filled quietly through direct search, referrals and trusted networks. Companies don’t want a flood of applications; they want the right candidate — fast and discreetly. So what does this mean for you? 1. You’re competing with hundreds for a handful of roles. The tiny percentage of roles that do get posted attract 250-plus applicants. Sorting through this pile is overwhelming for recruiters. Even your perfectly crafted resume risks being lost. 2. Recruiters rely on LinkedIn, not job boards. When a mandate comes in, executive recruiters open LinkedIn Recruiter and search for specific keywords, titles and skills. They want passive candidates who aren’t applying everywhere but who are positioned perfectly and ready to move. 3. Being ‘active’ on job boards can backfire. Posting everywhere can label you as desperate or unfocused. Recruiters want professionals who are strategic and targeted, not scrambling for any role. 4. Your time is precious — stop wasting it on a broken system. Instead of applying blindly, invest your time in optimising your LinkedIn profile so recruiters can find you first. Build meaningful relationships with decision-makers and headhunters. Personalised, strategic outreach beats mass applications every time. 5. The ‘hidden job market’ is where the real opportunities live. These unadvertised roles go to candidates who have positioned themselves as the obvious choice, not the ones who apply last. If you want to move beyond the noise and frustration of job boards, here’s your new playbook: • Invest in LinkedIn optimisation. Keywords, clear titles, skills and a profile that speaks recruiter language. • Build and nurture your network strategically. Connect with people who can influence hiring decisions or introduce you to key players. • Engage with recruiters through value-driven communication. Show you understand their needs and offer solutions, not just resumes. • Focus on quality over quantity. Tailor your approach rather than mass applying. Stop chasing job boards. Start positioning yourself where the real opportunities are found. ___________________________________ My name is Belinda Paris. For 25+ years, I’ve helped senior executives craft impactful resumes, optimise LinkedIn profiles, and land their desired roles. My background as an executive recruiter and 8 years as a career coach have given me unique expertise in showcasing leadership impact and creating career narratives that get results. 𝗟𝗶𝗸𝗲 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝗿𝗲𝗮𝗱? Follow me, comment & share to help others level up their careers!

Networking isn't transactional It's deeply human. 𝟯 𝗥𝗲𝗮𝗹 𝗪𝗮𝘆𝘀 𝗜 𝗖𝘂𝗹𝘁𝗶𝘃𝗮𝘁𝗲𝗱 𝗠𝘆 𝗛𝗶𝗴𝗵-𝗩𝗮𝗹𝘂𝗲 𝗡𝗲𝘁𝘄𝗼𝗿𝗸 𝗧𝗵𝗶𝘀 𝗪𝗲𝗲𝗸: 1��⃣𝙃𝙪𝙢𝙖𝙣 𝘾𝙤𝙣𝙣𝙚𝙘𝙩𝙞𝙤𝙣 𝙩𝙝𝙧𝙤𝙪𝙜𝙝 𝙀𝙢𝙥𝙖𝙩𝙝𝙮: A former founder & CEO reached out to share the sad news of a colleague’s passing. He thought of me specifically, knowing our mutual connection. It felt meaningful, someone cared enough to inform and connect. This led me to reconnect with others, sharing stories and memories, amplifying the empathy. ⭐Human connection matters, especially as AI becomes more prevalent.   2️⃣𝙀𝙣𝙘𝙤𝙪𝙧𝙖𝙜𝙞𝙣𝙜 𝘼𝙘𝙩𝙞𝙤𝙣 𝙩𝙝𝙧𝙤𝙪𝙜𝙝 𝙍𝙚𝙖𝙡 𝙀𝙭𝙖𝙢𝙥𝙡𝙚𝙨: A new CEO network connection started a company aligned with a niche topic. Knowing how intimidating starting to do video on social media can be, I shared authentic examples of a successful influencer doing casual, low-key videos on their topic. It sparked inspiration. ⭐Sometimes the best encouragement is simply showing what's possible with real examples. I met this person at an event I was doing, to help another connection. 3️⃣𝘽𝙧𝙚𝙖𝙠𝙞𝙣𝙜 𝙏𝙝𝙧𝙤𝙪𝙜𝙝 𝙇𝙞𝙢𝙞𝙩𝙞𝙣𝙜 𝘽𝙚𝙡𝙞𝙚𝙛𝙨: I sent an inspiring article about a European company's success to a few European CEOs who often doubt their potential without being US-based. Success stories that resonate directly address self-limiting beliefs. I offered to make an introduction to the CEO of the company the article was about. ⭐The article gives another point of validation and helps to make an introduction 'more' relevant to at least one of the parties. ✔Tip on making introductions https://lnkd.in/gR9Edfug 𝗦𝗵𝗼𝘄, 𝗱𝗼𝗻'𝘁 𝗷𝘂𝘀𝘁 𝘁𝗲𝗹𝗹. I hope this gives you real life examples of what it means to build and cultivate a high impact network as part of your overall value as an executive and gives you ideas and inspiration.    𝙃𝙤𝙬 𝙖𝙧𝙚 𝙮𝙤𝙪 𝙜𝙚𝙣𝙪𝙞𝙣𝙚𝙡𝙮 𝙘𝙪𝙡𝙩𝙞𝙫𝙖𝙩𝙞𝙣𝙜 𝙮𝙤𝙪𝙧 𝙣𝙚𝙩𝙬𝙤𝙧𝙠 𝙩𝙝𝙞𝙨 𝙬𝙚𝙚𝙠?