Looking for VP roles, not making it past human HR screen

[Anonymous]

Anonymous wrote:

Anonymous wrote:im a senior director at a fortune 500, nonHSPY undergrad and mba. I guess Im just wondering why I can get to HR levels but not make it through. I havent gotten feedback about virtual presence but it might be something for me to look into.

What is the path to VP at your own company?

DP
At my fortune 500 you have to be ok-ish at your job, excellent social skills, and work 24/7. Also, play politics and don't be afraid to to shoot your friends in the back - even is they are the sole earner and have a kid with cancer- you fire then if it suits you.

[Anonymous]

Anonymous wrote:

Anonymous wrote:im a senior director at a fortune 500, nonHSPY undergrad and mba. I guess Im just wondering why I can get to HR levels but not make it through. I havent gotten feedback about virtual presence but it might be something for me to look into.

Why can’t you move go VP at your own company?

Have you only been at your current company a short time?
Does your resume read “job hopper”
What are your actual accomplishments?

There’s a lot of back door references too. What would people actually say about you? How do you treat people? Do you go above and beyond? Do you leave out at 5 PM on the dot? How do people talk about you when you aren’t in the room?

If I’m hiring especially for executive or senior level roles I want someone who is going to stay and not try and jump ship to a higher level role. I’m looking at resumes where people stay a minimum of 3 years but most likely want candidates a minimum of 4-5 years so I need to see that on their resume.

I see a lot of job hopping for entry and middle manager roles but if I see that frequently or especially with senior roles I won’t interview you. I don’t expect you to stay for life but I want actual accomplishments on the role and that doesn’t happen unless you stay years.
It isn’t worth my time to hire someone otherwise.

I would either stay where you are and try to move up there or stay for another year and then apply for VP. Otherwise
make a lateral move. Most VP roles they hire internally or want someone with that experience.

+1
Our VPs are internal or through a merger.

[Anonymous]

Anonymous wrote:I disagree with most of the above. VPs are definitely hired from outside a company. Get a career coach that can do a virtual interview with you to identify what is going wrong for you. A good one can also prep you for both virtual and in person interviews. This sounds like something you are doing/ saying in your interview.

Hired from the outside... where they were already a VP.

[Anonymous]

Anonymous wrote:

Anonymous wrote:VPs in my industry aren’t hired from job postings. They are recruited because people know they have a unique skillset and great reputation. They basically come in and do their thing. They are aren’t hiring a VP position they are hiring the person, the title is really meaningless.

Same. And VP candidates aren’t going through a HR screen. We don’t even use HR to screen for director positions.

most companies use HR unless super senior. My old company we had a rule unless with board approval we gave HR at least 30 days to fill a role. Even if a critical role we at least give them a week or two to reach out on LinkedIn directly. But to be honest in many cases that was just to show Board we tired before going to a exec recruiter and paying big bucks.

So still worth applying.

[Anonymous]

Very interesting. I am networking at my current company and working hard to prove myself. I am seeing *some* signs of contraction in my field/company which is why I start looking externally. I need to think about lateral moves, but it just doesnt seem to make sense for me right now.

[Anonymous]

My husband made this leap this year. He is currently interim, but things will be finalized and official once he reaches the six-month interim mark. For him, it had essentially been the plan that he would take over his boss's role when his boss left/retired. Everyone was expecting him to retire at 60ish, single guy with no kids, very high-paying field... but he ended up jumping ship when he got recruited for a C-suite job at another company. For true VP-level experience of 15+ years or more, the fit must be essentially perfect, and you must have direct experience with the specific market you are dealing with, rather than a similar role in a different but related field.

[Anonymous]

There’s not one answer. Depends on the competitive pressure what the job actually entails. I’ve seen places where it’s essentially children of the owners however you might want to dress it up. Other places want the secret sauce that worked for some other place. Some need the optics, others are more expeditionary. Depends what they are actually trying to do.

[Anonymous]

Also be qualified. Most are not. For a role truly just posted on line with no headhunter by HR they will get a lot of applications.

For instance show progression that you have been at roles where promoted more than once.

Have a MBA or equivalent from a real school. Not some on-line BS stuff.

Have appropriate certifications.

Show some real companies. For instance work at regulator of company, have Big Senior Mgr or Director experience, work at name brand companies, JP Morgan, Capital One, Microsoft, Google etc.

Have some speaking experience. Present at industry conferences.

Have a great LinkedIn profile with right amount of connections.

Look the part.

If 3,000 people apply and HR knocks it down to 30-50 resumes to share and they want to bring in 10 people for interview and then three to final interviews can you do it based on your background.

Be confident. Everytime you should get to final 3 if you know what you are doing. In Final three it means all of you are equally qualified and it is wild card at this point. Win some lose some. My favorite someone I know made it to final three with me. After hired I was told I was more Young and Hip the other two candidates. I was actually older than the other two candidates. I was just better dressed, more energy, dropped of older jobs resume and I was a bit chatty. Could have killed me. But when hired the person I replaced who was fired was an old stuck in mud person who was argumentative no one liked. In fact company hated department because of her. She ruled Iron Fist but at same time not that bright and staff hated her. So to be honest. They wanted to go the opposite. Guess what I did the same thing next job interview as final 3 and blew up in face. they wanted more conservatives buttoned up all business and I blew it so bad they offered it to first person, he turned them down, but time he backed out seond person got another job and then my headhunter broke news they are re-opening search. But in end they hired someone from like a Wasp from CT reminded me of Lorelai Gilmore's Dad from Gilmore Girls and I was never going to fit in.

But in the "blind auditions" meaning applying on line you got to get back filters and HR to even play in the game.

And also you will be set up a few times. I absolutely 100 percent nailed final three interviews and they already picked out person and the three people was a dog and pony show. They had person they wanted but company policy have to do interviews anyhow.

And timing is everything. My biggest job of life I got was they let search drag on too long. National Search, rejected a lot of people was looking one year. Finally Board stepped in and set you have to fill the role ASAP. I never applied till pure coincidence the board gave that speech. So in end I was just competing against very little people.

[Anonymous]

Anonymous wrote:Also be qualified. Most are not. For a role truly just posted on line with no headhunter by HR they will get a lot of applications.

For instance show progression that you have been at roles where promoted more than once.

Have a MBA or equivalent from a real school. Not some on-line BS stuff.

Have appropriate certifications.

Show some real companies. For instance work at regulator of company, have Big Senior Mgr or Director experience, work at name brand companies, JP Morgan, Capital One, Microsoft, Google etc.

Have some speaking experience. Present at industry conferences.

Have a great LinkedIn profile with right amount of connections.

Look the part.

If 3,000 people apply and HR knocks it down to 30-50 resumes to share and they want to bring in 10 people for interview and then three to final interviews can you do it based on your background.

Be confident. Everytime you should get to final 3 if you know what you are doing. In Final three it means all of you are equally qualified and it is wild card at this point. Win some lose some. My favorite someone I know made it to final three with me. After hired I was told I was more Young and Hip the other two candidates. I was actually older than the other two candidates. I was just better dressed, more energy, dropped of older jobs resume and I was a bit chatty. Could have killed me. But when hired the person I replaced who was fired was an old stuck in mud person who was argumentative no one liked. In fact company hated department because of her. She ruled Iron Fist but at same time not that bright and staff hated her. So to be honest. They wanted to go the opposite. Guess what I did the same thing next job interview as final 3 and blew up in face. they wanted more conservatives buttoned up all business and I blew it so bad they offered it to first person, he turned them down, but time he backed out seond person got another job and then my headhunter broke news they are re-opening search. But in end they hired someone from like a Wasp from CT reminded me of Lorelai Gilmore's Dad from Gilmore Girls and I was never going to fit in.

But in the "blind auditions" meaning applying on line you got to get back filters and HR to even play in the game.

And also you will be set up a few times. I absolutely 100 percent nailed final three interviews and they already picked out person and the three people was a dog and pony show. They had person they wanted but company policy have to do interviews anyhow.

And timing is everything. My biggest job of life I got was they let search drag on too long. National Search, rejected a lot of people was looking one year. Finally Board stepped in and set you have to fill the role ASAP. I never applied till pure coincidence the board gave that speech. So in end I was just competing against very little people.

This is exceptional advice. Wish we could pin it to the top of this forum.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:im a senior director at a fortune 500, nonHSPY undergrad and mba. I guess Im just wondering why I can get to HR levels but not make it through. I havent gotten feedback about virtual presence but it might be something for me to look into.

What is the path to VP at your own company?

DP
At my fortune 500 you have to be ok-ish at your job, excellent social skills, and work 24/7. Also, play politics and don't be afraid to to shoot your friends in the back - even is they are the sole earner and have a kid with cancer- you fire then if it suits you.

So you have to work 100 hours/week? And what is the quality of work from a burned out zombie?

[Anonymous]

At the Fortune 200 company where I work, they only recently began posting VP positions. It was an effort to potentially help to make our executive level more diverse, if the internal pipeline was not diverse.

Prior to that, they filled VP posts with internal candidates. Or they hired an external candidate as a Managing Director, and then promoted them to VP within a few years.

VP roles are rare, and so the fit is essential.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Also be qualified. Most are not. For a role truly just posted on line with no headhunter by HR they will get a lot of applications.

For instance show progression that you have been at roles where promoted more than once.

Have a MBA or equivalent from a real school. Not some on-line BS stuff.

Have appropriate certifications.

Show some real companies. For instance work at regulator of company, have Big Senior Mgr or Director experience, work at name brand companies, JP Morgan, Capital One, Microsoft, Google etc.

Have some speaking experience. Present at industry conferences.

Have a great LinkedIn profile with right amount of connections.

Look the part.

If 3,000 people apply and HR knocks it down to 30-50 resumes to share and they want to bring in 10 people for interview and then three to final interviews can you do it based on your background.

Be confident. Everytime you should get to final 3 if you know what you are doing. In Final three it means all of you are equally qualified and it is wild card at this point. Win some lose some. My favorite someone I know made it to final three with me. After hired I was told I was more Young and Hip the other two candidates. I was actually older than the other two candidates. I was just better dressed, more energy, dropped of older jobs resume and I was a bit chatty. Could have killed me. But when hired the person I replaced who was fired was an old stuck in mud person who was argumentative no one liked. In fact company hated department because of her. She ruled Iron Fist but at same time not that bright and staff hated her. So to be honest. They wanted to go the opposite. Guess what I did the same thing next job interview as final 3 and blew up in face. they wanted more conservatives buttoned up all business and I blew it so bad they offered it to first person, he turned them down, but time he backed out seond person got another job and then my headhunter broke news they are re-opening search. But in end they hired someone from like a Wasp from CT reminded me of Lorelai Gilmore's Dad from Gilmore Girls and I was never going to fit in.

But in the "blind auditions" meaning applying on line you got to get back filters and HR to even play in the game.

And also you will be set up a few times. I absolutely 100 percent nailed final three interviews and they already picked out person and the three people was a dog and pony show. They had person they wanted but company policy have to do interviews anyhow.

And timing is everything. My biggest job of life I got was they let search drag on too long. National Search, rejected a lot of people was looking one year. Finally Board stepped in and set you have to fill the role ASAP. I never applied till pure coincidence the board gave that speech. So in end I was just competing against very little people.

This is exceptional advice. Wish we could pin it to the top of this forum.

Thanks for sharing! Very helpful!

[Anonymous]

Anonymous wrote:Also be qualified. Most are not. For a role truly just posted on line with no headhunter by HR they will get a lot of applications.

For instance show progression that you have been at roles where promoted more than once.

Have a MBA or equivalent from a real school. Not some on-line BS stuff.

Have appropriate certifications.

Show some real companies. For instance work at regulator of company, have Big Senior Mgr or Director experience, work at name brand companies, JP Morgan, Capital One, Microsoft, Google etc.

Have some speaking experience. Present at industry conferences.

Have a great LinkedIn profile with right amount of connections.

Look the part.

If 3,000 people apply and HR knocks it down to 30-50 resumes to share and they want to bring in 10 people for interview and then three to final interviews can you do it based on your background.

Be confident. Everytime you should get to final 3 if you know what you are doing. In Final three it means all of you are equally qualified and it is wild card at this point. Win some lose some. My favorite someone I know made it to final three with me. After hired I was told I was more Young and Hip the other two candidates. I was actually older than the other two candidates. I was just better dressed, more energy, dropped of older jobs resume and I was a bit chatty. Could have killed me. But when hired the person I replaced who was fired was an old stuck in mud person who was argumentative no one liked. In fact company hated department because of her. She ruled Iron Fist but at same time not that bright and staff hated her. So to be honest. They wanted to go the opposite. Guess what I did the same thing next job interview as final 3 and blew up in face. they wanted more conservatives buttoned up all business and I blew it so bad they offered it to first person, he turned them down, but time he backed out seond person got another job and then my headhunter broke news they are re-opening search. But in end they hired someone from like a Wasp from CT reminded me of Lorelai Gilmore's Dad from Gilmore Girls and I was never going to fit in.

But in the "blind auditions" meaning applying on line you got to get back filters and HR to even play in the game.

And also you will be set up a few times. I absolutely 100 percent nailed final three interviews and they already picked out person and the three people was a dog and pony show. They had person they wanted but company policy have to do interviews anyhow.

And timing is everything. My biggest job of life I got was they let search drag on too long. National Search, rejected a lot of people was looking one year. Finally Board stepped in and set you have to fill the role ASAP. I never applied till pure coincidence the board gave that speech. So in end I was just competing against very little people.

This is so spot on.

[Anonymous]

It’s about connections. VPs are internal or external with prior experience / head hunted.

My spouse was going for a VP role at a name brand nonprofit. The top person told my spouse (verbally) they got the job. HR said they had to contact references. Then crickets! Found out later one of my spouses references/ former colleague ended up getting the job. We found this out by googling not from the former colleague or from HR.

I was livid not because spouse didn’t get the job but how they ghosted/ treated my spouse. Within a year the former colleague who was in the role was out of the role.

The nonprofit had some bad press recently and the 9 figure grant they received imo they didn’t do much with anyway. Usually employees stay when they are happy and have good managers but people don’t seem to stay too long at that place.

Honestly, sometimes I think it’s the universe helping you out.

My spouse ended up doing a deep dive though seeing if there was a reference issue. Once we found out a former colleague/ reference got the role it all made sense. So also be careful who you use as references!

[Anonymous]

Oh man. that is terrible. I havent made it to interview levels, so Im gonna work on polishing my HR sell. maybe they are just training HR staff on me... who knows... I do appreciate the advice and will pick up more industry speaking gigs if I can and network more