You're impressive, but not quite what we're looking for.

No one explains what that actually means. But it's the feedback that haunts director-level candidates who know they're qualified, yet keep getting passed over.

After years helping senior leaders reposition for their next move, here's what I've learnt about why experience alone isn't landing you in the room:

🔍 When you lead with job titles, you blend in. Every candidate at this level has managed teams, owned budgets and delivered projects. That's expected. It's not a differentiator.

📸 When your CV reads like a job description, you're invisible. Hiring panels aren't looking for a list of responsibilities. They're looking for evidence you've solved problems they're currently losing sleep over.

📲 When you describe what you did, but not the impact, you're making them guess. And they won't. They'll move to the next candidate who made it obvious.

🕐 When your narrative sounds scattered, they question your focus. At director level, lack of clarity signals lack of strategic thinking. Fair or not, that's how it lands.

💼 When you rely on your reputation to speak for itself, you're gambling. Your name might open doors internally. Externally, you're starting from zero, and your materials need to do the heavy lifting.

Here's what most senior candidates still miss:

Repositioning isn't about doing less. It's about saying less, but landing harder.

💚 Your CV shouldn't list everything. It should curate what matters for the role you want, not the roles you've had.

💚 Your LinkedIn shouldn't read like a biography. It should position you as the answer to a specific problem.

💚 Your interview answers shouldn't prove you've been busy. They should prove you've been effective.

💚 Your story shouldn't need explaining. It should feel inevitable.

Because at this level, hiring decisions aren't just about capability.

They're about confidence.

Not yours. Theirs.

The panel is asking one silent question the entire time:

"If we hire this person, will they make us look smart for choosing them?"

That's the question your current positioning isn't answering.

If your experience is strong but your materials aren't converting, that's not a reflection of your value. It's a repositioning problem. And it's fixable.

Here's the proof: 

Annie: Director level. Unclear positioning. One week later, interviews in UK and Cyprus.

Annie starts her new role in 2026.

Book your spot now and stop being overlooked, and start becoming the obvious choice.