Support services
The practical work behind a move.
Advisory and coaching deal with the decision. These services deal with what the decision requires of you in public: a résumé that survives a search committee, a board bio that reads like a director’s, a profile that matches the career behind it, the ability to hold a room in an interview, and a way of describing forty years in thirty seconds.
They are delivered by Alice Bradley, a specialist I work with, rather than by me — because this is a craft, and it is not mine.
Résumé and bio writing
Most senior résumés are a list of roles held rather than a case for the next one. The work here is to find what you were actually accountable for, put a number against it, and order it so a search consultant reaches the relevant part in the first fifteen seconds. Separate pieces for separate purposes: an executive résumé, a board bio, a short-form biography for conference programmes and announcements.
For: Executives in or approaching transition, and directors building a board-ready profile.Typically covers
- Executive résumé — built around accountability and measurable results, not duties
- Board bio, written to what a nominating committee actually screens for
- Short-form biography for programmes, announcements and introductions
- Cover letters and approach notes for specific roles
- Applicant-tracking formatting, so the document survives the software before it reaches a human
LinkedIn optimisation
For most senior people the profile is dormant, years out of date, and the first thing anyone checks before a call. Search consultants and committee members look there before they look anywhere else. The work is to make the profile say the same thing as the résumé, in the register of the platform, and to make it findable by the people who are looking for someone like you.
For: Anyone whose online profile is running several years behind their career.Typically covers
- Headline and About section rewritten to position rather than describe
- Experience entries aligned with the résumé, with the results kept in
- Keyword and skills work so recruiter searches actually surface you
- Recommendations and endorsements — who to ask and what to ask for
- A light, sustainable posting approach for those who want visibility without a second job
Interview coaching
Senior interviews are not competency tests; they are a judgement of how you think under mild pressure with people who have already read your résumé. The preparation is rehearsal with honest feedback: your story in ninety seconds, the difficult chapter told without defensiveness, and the questions you ask — which is where most candidates are actually assessed.
For: Executive candidates, first-time directors, and anyone facing a panel or a nominating committee.Typically covers
- Your narrative — why this role, why now, why you — in ninety seconds
- Rehearsal for the hard questions: a gap, an exit, a failure, a number that went the wrong way
- Board and nominating committee interviews, which follow different rules
- The questions you ask, and what they reveal
- Recorded practice with structured feedback, and a second pass after you have worked on it
Personal branding and the elevator pitch
At this level, your reputation precedes you into rooms you are not in. The work here is to decide what you want it to say, make it consistent everywhere someone might check, and give you a version of it short enough to say out loud. Most senior people have a forty-year career and no way of describing it in thirty seconds without sounding either modest or insufferable.
For: Anyone stepping into a market — a search, a board seat, a new practice, a speaking circuit.Typically covers
- The positioning question first: what you want to be called for, and by whom
- The thirty-second version, the two-minute version, and the one line under your name
- Consistency across résumé, board bio, LinkedIn, conference programmes and introductions
- How to introduce yourself in a room without listing your job history
- What to say about a career change, a gap, or a step down — before someone else frames it
- A visible presence you can actually sustain, rather than one that lapses in a month
Engaging these services
- Introduced through me. Tell me what you need and I will make the introduction, with context, so you are not starting from a blank page.
- Engaged directly. The engagement, the scope and the fee are between you and Alice. I take no referral fee, no commission and no share of it.
- Independent of any advisory work. You can use these services without engaging me for anything else, and engaging me does not oblige you to use them.
- Confidential. A job search is usually a private matter. Nothing about an introduction goes anywhere else.
The specialist
Alice Bradley has spent twenty-five years in executive search, leadership development and community building, supporting C-level leaders through moments of profound change.
She works with senior executives on personal brand, career shifts and the strategic networks that open the hidden job market — much of which never reaches an advertised role. She is a chapter manager at YPO, connecting chief executives and presidents across industries, and the founder of Eagle, which helps experienced leaders turn hard-won experience into ventures that address real problems.
A first-class honours degree in business and management, earned as a mature student while working, and three marathons — which she credits for what she knows about endurance, mindset and the value of showing up.
“Helping others see the best in themselves — and do something extraordinary with it.”
Alice on LinkedIn →Need the paperwork to match the career?
Tell me what you are preparing for — a search, a board seat, a panel next month — and I will point you to the right piece of this.