A practical, open conversation on where the senior hiring market is heading — and the leverage available to candidates who move now.
What we'll cover
Part One · The Landscape
An honest read on where the senior hiring market is right now — what's moving, and what's just noise.
Part Two · The Execution
The tactics forward-thinking candidates are using to compress timelines, sharpen positioning, and create real optionality.
Your hosts
Head of Executive Recruiting at The Suite, leading senior placements across The L Suite (TechGC) and The F Suite — a network of 5,000+ GCs, CFOs, and C-suite operators. Previously founded a boutique FinTech executive search firm in San Francisco placing GCs and CCOs across 20+ VC-backed companies, then joined The L Suite as an early team member alongside Kiran Lingam, scaling the community from 300 to 5,000+ members and standing up the F Suite CFO network from zero to 1,500+. Deeply networked with the founders, investors, and senior operators shaping how leadership hiring happens today.
Veteran General Counsel, board member, and advisor. An early executive at Chime — where she helped build the legal function of one of the most consequential fintechs of the last two decades — and now at the frontier of AI as GC at Decagon. Sits on boards and advises founders across fintech, AI, and climate (Crux, Ethos, Norm Ai, Leaders In Tech). Deeply connected to the senior operators, founders, and investors shaping how leadership careers move.
Save your seat
Very practical, very open. Bring your questions — we'll bring the honest market view and the tactics that are working.
Tuesday, June 2 · 10:00 AM PT · Audio Clubhouse
From the Candidate Playbook
A distilled view of how the strongest candidates operate — drawn from hundreds of conversations across the L Suite community.
The senior search is a market engagement strategy — not an application process.
Most relevant roles never formally open. They take shape through conversations, internal alignment, and trusted introductions long before they hit a job board. Proximity to the right people is the consistent source of leverage.
Strong candidates operate from awareness, not reaction.
They maintain relationships and visibility regardless of urgency. When the moment comes, they aren't starting from zero — they're activating a system that's already warm.
Anchor the search around clearly defined positions — not a single static profile.
Each position reflects a specific direction by stage, industry, or role profile. This creates focus without narrowing the search, and gives you something concrete the market can catch.
Refine positioning through interaction — not in isolation.
Share the positions with peers, test them in conversation, adjust based on how they land. The objective isn't internal precision — it's external resonance.
Concentrate effort in the networks where context and trust already exist.
Opportunities follow proximity. Start with strong existing relationships and expand into adjacent networks of operators, founders, and decision-makers where there's natural alignment.
Three to eight peers, recently-placed operators, and trusted advisors.
It functions as a feedback loop, a source of perspective, and often a channel for introductions — a private layer of the market where you refine positioning before engaging more broadly.
At the executive level, articulation outweighs experience.
Most candidates have strong backgrounds. The differentiator is how clearly you can articulate where you fit and how you create value. Maintain two to three well-developed stories, each aligned to a specific market position.
Initiate. Build alignment with the market over time.
More effective searches are built around direct engagement — increasing exposure to opportunities not yet publicly visible, and being considered earlier in the formation of a role.
Go deeper · Executive Coaching
A 1:1 coaching partnership with Chris. Your market positions, the network and candidate council around you, the narratives that make you legible, and the tactics, tools, and prep to execute and stay consistently engaged — all built around where you want to go next.
Why this exists
Most senior candidate support feels transactional. This doesn't. Chris sits in the ear of both candidates and the operators hiring them — which means the advice you get is the advice that moves rooms.
The Bridge
Real-time visibility into how senior hires get made — from both sides of the table.
The Posture
Generous by default. The relationship is the product. The session is where it starts.
The Standard
The kind of preparation typically reserved for executives sourced by top-tier search firms.
Beyond the briefing · Coaching Partnership
A 1:1 coaching partnership with Chris — built around your trajectory, your market, and the rooms you want to be in. The first conversation is about getting connected and getting the ball rolling. Everything else takes shape from there.
Two ways in
Start with a complimentary 15-minute conversation to see if there's a fit — or go straight to a working session and begin pressure-testing your trajectory.