Interviews…interesting topic, isn’t it? I get asked very often….how to crack an interview! For starters, an interview is a view of each other (the company & the candidate getting to know each other)…it is NOT a one-sided conversation…often, one sees very senior folks sitting in interviews like timid rabbits waiting for permission to eat cabbage rather than playing offense!

Life’s all about timing, isn’t it? The number of times my friends have expressed regret over leaving the ship they thought was sinking, only to find that the men standing on board received out-of-turn promotions & huge bonuses, is not funny! At the same time, an equal number of them have poured out their sorrow (over a round of drinks at a bar) on the opportunities they did not capitalize on at the right time! So, the moot point is…when do you move on? I spent time on this topic recently, and here’s a compendium of my findings.

As we enter the holiday season, it is time for the annual ritual of New Year’s Resolutions, more intense for some & less intense for some others. Apart from weight loss, the quest for a new role typically ends up landing in the list of priorities! In this context, while speaking to many people on their goals for a new role in the coming year, I prepared the following outline, based on the advice many sought from me:

Pray, who doesn’t want to be a board director? Images that come to mind include being in the driving seat, excitement at the opportunity to steer direction of the company etc. I did some research on the topic recently and below is a compendium of my findings and thoughts.


Change in orientation: While we have typically associated the board director position with a celebrity or a highly accomplished professional et al (essentially a person with a halo effect), in reality, the orientation of the role is increasingly towards a person with the right skills.board director

Today’s generation is fortunate enough to have the power to leverage social media sites such as LinkedIn. Just imagine having to look up someone you were about to meet for an important business meeting in the absence of any database…which was the scenario a decade ago!

I find it interesting how many senior executives still develop cold feet, when it comes to the executive interview process, despite several years of experience of being on the other side of the fence! A casual conversation on the topic with a couple of friends at the club led to conversations with others, research… and, lo and behold, I have a treatise ready on the process! 

At the outset, let me clarify that this post articulates a maverick approach to the executive interview follow-up! While most of you would have read articles aplenty about polite thank you notes, a frequency which is not annoying et al, my experience suggests that the approach needs to be completely revamped!

It is surprising how so many executives I come across easily under-estimate their ability to stay on top of digitization trends, and consider themselves digitally challenged! I spoke to audience members who approached me during networking sessions at some of the technology conferences I spoke at recently, and a synopsis of my observations as well as my advice to some of them is as follows.

I see lots of resumes every week – some are sent in by my hiring team, some come to me from absolute strangers via LinkedIn & some come via referrals from friends & acquaintances.

Often, I have experienced a difference between the persona reflected in the resume, and the person you meet in reality. Based on my real-life experience, here’s my take on what C-level cover letters & resumes should look like: 

The search for c-level jobs. A topic very close to everyone’s heart, right? I happened to do some research on this topic recently, and also spoke to quite a few people. Based on candid inputs from respondents, and my own groundwork, here are a few pointers.

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