executive-cv

name: executive-cvdescription: "Write an executive or senior leadership CV and the matching board biography: scope, business results and governance up front, two to three pages, written for search firms and boards. Use when asked to write my executive CV, director or C-suite resume, CV for a headhunter, board bio, or non-executive director application. Produces the executive CV with a scope line per role, a results-led profile, a 150-word board biography in the third person, and a short brief for search consultants."version: 1.0.0

Executive CV

At executive level the first reader is often a search consultant, and the question is scope: how big, how complex, what changed. A long list of responsibilities hides the answer. This skill puts scope and results first, keeps the document to two or three pages, and produces the board biography that goes with it.

Part of the pm-cv bundle. For a general professional biography, see personal-bio.

What This Skill Produces

• The executive CV, two to three pages
• A scope line per role: revenue or budget, headcount, geography, reporting line
• A board biography: about 150 words, third person
• A search-firm brief: the role types, sectors and package the person is open to, in five lines

Required Inputs

Ask for these if not provided:

• The person's roles, with scope figures they are allowed to share
• Signature results: the three to five outcomes that define their career
• Board and governance experience: committees, non-executive roles, trustee posts
• The target: executive role, non-executive role, or both, and the sector

Working from a brief

Given the role, scope and headline results, write the executive CV and the board biography anyway, with scope and results first and [bracketed] placeholders for company names, dates and figures not given. Never invent numbers.

Framework

1. Profile: four lines. Who they are, the scale they operate at, the two or three results that define them, what they seek.
2. Career highlights: three to five results, each a line with a number.
3. Experience: for each role, a scope line (P&L £120m, 900 people, five countries, reporting to the CEO), then three or four results. Earlier roles shortened to one line each after about fifteen years.
4. Board and governance: roles, committees, dates.
5. Education and professional qualifications, briefly.

Confidential figures: if a number is confidential, use a range or a ratio the person approves ("grew revenue by more than half"), never an invented figure.

Output Format

Executive CV: [name], [target]

1. The CV 2. Board biography (about 150 words, third person) 3. Search-firm brief (five lines) 4. Figures check | Figure | Shared exactly / as a range / withheld |

Quality Checks

• Every role has a scope line
• Results outnumber responsibilities
• Two to three pages
• Confidential figures are ranges the person approved
• The board biography is in the third person and under 170 words

Anti-Patterns

• Responsibility lists. Search firms read scope and change, not duties.
• Publishing confidential numbers without the person's approval.
• Adjectives instead of evidence. "Visionary transformational leader" is noise.
• Five pages. Boards and search firms read the first two.

Example Trigger Phrases

• "Write my executive CV for headhunters."
• "I need a board bio for a non-executive director application."
• "Turn my CFO resume into something search firms will read."
• "Help me with a C-suite CV."