When most executives think about finding their next role, they start too late.
They update their résumé, scroll LinkedIn, and set up a few coffee chats — and then wonder why the process feels slow, discouraging, or opaque.
In my first Lead Without Limits LIVE, I sat down with Kristof Shoenaerts, executive headhunter and author of Job Search Unlocked, to talk about what really matters before the job search even begins.
Kristof leads the global life-sciences practice at a top-ten executive-search firm and has placed hundreds of senior leaders worldwide.
Here’s what we learned.
1. Craft Your Exit Message
Whether you left by choice or not, you need a short, confident answer to “Why did you leave?”
Kristof says most leaders stumble here — they over-explain, apologize, or get defensive. Instead, prepare a simple two-sentence statement that states the facts without justification.
“I was part of a reorganization, and my role was eliminated. It was the right time for me to explore new opportunities.”
That’s it.
Confidence comes from clarity, not length.
If you hesitate, the recruiter will probe further — not because they’re judging you, but because they sense uncertainty. Rehearse it until you can say it calmly and naturally.
2. Optimize Your LinkedIn Like a Database, Not a Storytelling Platform
This was the mic-drop moment of our conversation.
“LinkedIn isn’t social media. It’s a database — and you’re one of 1.1 billion entries,” Kristof explained.
Recruiters aren’t browsing; they’re searching.
If your keywords don’t match their queries, you’ll never appear on page 1 — no matter how strong your background.
Here’s how to fix that:
List your industry, sub-industry, and function clearly. “Life Sciences | Medical Devices | Cardiovascular” beats “Seasoned Healthcare Leader.”
Use standardized job titles. “Chief Executive Officer,” not “CEO” — because “CEO” isn’t a LinkedIn search term.
Repeat your keywords across your headline, About, Experience, and Skills sections.
Be findable before you’re looking. Keep “Open to Work — Recruiters Only” turned on and stay active (view, like, log in). The algorithm rewards engagement.
Think of it like SEO for your career. If you’re on page 10 of LinkedIn search results, no one’s calling.
3. Build Your Target List of Headhunters
Not all recruiters are the same.
Global firms have industry practices — life sciences, energy, manufacturing, tech — and functional specializations (CEO, CFO, VP of Sales).
Most executive recruiters complete only about ten searches a year. That means even if you’re a perfect fit, the odds that any one recruiter has a live search for you right now are small.
So research them:
Read bios on firm websites.
Note who covers your industry and level.
Ask trusted peers which headhunters reach out to them.
Build a short, focused list of recruiters who actually work in your lane.
4. Perfect Your Outreach Strategy
When you reach out, two things matter: the channel and the message.
Email beats LinkedIn DMs. Many recruiters delegate LinkedIn to their teams. Email goes straight to them.
Keep it short. One paragraph, no résumé attachment.
Lead with curiosity, not need.
Instead of “I’m looking for a new role; can you help?” try:
“I’ve been following your work in life sciences and would love to exchange perspectives on where the industry is heading. Would you be open to a brief chat?”
As Kristof reminded us, recruiters are paid by clients, not candidates. Your job is to create a mutually valuable conversation, not to ask for help.
5. Network — but the Right Way
Your secondary network — people you know loosely — is far more powerful than your close friends.
Harvard and Stanford research shows that these “weak ties” are the ones most likely to connect you to new opportunities. They sit in different circles, hear about openings sooner, and have less overlap with your current world.
So reach out to:
Former bosses’ bosses
Past collaborators
Peers you met at conferences
People you haven’t spoken to in years
Don’t overthink it. Don’t psych yourself out of it.
Most people want to help — and you may be exactly who they were hoping to find.
A Final Thought
Every stage of your career is before your next job search.
That means the best time to prepare is always now.
Refine your exit story.
Tune your LinkedIn for discoverability.
Know the recruiters in your space.
Reach out with purpose and value.
Nurture your secondary network.
Kristof’s approach is simple but powerful: make it easy to be found and easy to say yes to.
If you found this helpful, follow Kristof Schoenaerts on LinkedIn or subscribe to his Substack Job Search Unlocked.
And if you’re a leader thinking about your next chapter, subscribe to Lead Without Limits — where we talk about leading, growing, and reinventing with clarity and confidence.
May you lead without limits,
