The Executive Job Market Is Not Dead. Your Strategy Might Be
“This is not working. The market feels dead.”
This is one of the most common conclusions we hear from experienced managers and executives during their job search.
And it is understandable based on how the process looks from the outside. You reach out to companies, contact headhunters, follow up, and still the response feels limited and slow. At first glance, it may seem as if nothing is happening.
But before concluding that the executive job market is “dead”, it is worth stepping back and analyzing what these results actually indicate.
The example below is one of many similar messages we have received in recent months.
Dear Career Angels,
Here are some statistical numbers based on my job search:
I have contacted 33 companies. So far, I have received 19 replies (follow-up emails were sent 10 days after 1st email). 2 companies indicated that they would come back to me for further talks as they currently had no relevant open positions.
I have also contacted 38 headhunters. 24 replied so far. I had 3 general “get to know each other” interviews with them.
I’m going to follow up at the end of the year by sending LinkedIn invitations to contacts that have been generated but never replied to.
It appears that the market is currently dead…
Why This Feels Like a “Dead” Market
This perspective is increasingly common among experienced professionals.
The job market has changed, and not just temporarily. What we see today is a structural shift in how it operates. As highlighted in our Job Hunting Report 2025, job searches are taking longer, job mobility has slowed, and professionals are making more cautious, risk-aware career decisions, often testing the market before deciding whether to move.
At the same time, technology has increased both the volume and similarity of applications, making differentiation more difficult. As a result, decisions rely less on the CV alone and more on context, relationships, and visible proof of expertise.
So while there is activity in the market, it does not translate into immediate results as easily as before. In other words, the market is active, but the visibility of outcomes has decreased.
Executive Job Search KPIs: What Your Numbers Really Mean
I have contacted 33 companies. So far, I have received 19 replies (follow-up emails were sent 10 days after 1st email). 2 companies indicated that they would come back to me for further talks as they currently had no relevant open positions.
The most important aspect here is scale. We are taking a statistical approach in our evaluation, and from this perspective, 33 companies are simply not enough. Our recommended scope today is approximately 90-120 companies and decision makers.
Based on our data, the average benchmarks are:
- Response rate (RR): 30-50%
- Interview rate (IVR): 5-10%
Results appear gradually and typically become visible only after reaching a certain volume of outreach. In practice, many candidates start seeing offers after contacting approximately 60-90 companies effectively.
This suggests that the approach itself is directionally correct, but the process has not yet reached the scale required to generate outcomes.
Headhunters: Are Your Results Really Low?
I have also contacted 38 headhunters. 24 replied so far.
Your response rate: 24 ÷ 38 = 63%. That is above average.
I had 3 general “get to know each other” interviews with them.
Your interview rate: 3 ÷ 38 = approximately 8%. That is within the expected range.
So this part of your job search is working correctly.
One important note: most “get to know each other” interviews are not just introductory conversations. These meetings are an opportunity to position yourself, receive feedback, and identify additional companies to approach. In many cases, they are also where access to the hidden job market begins, especially when supported by context, shared connections, or visible expertise.
Follow-Up Strategy: What You Are Doing Right
I’m going to follow up at the end of the year by sending LinkedIn invitations to contacts that have been generated but never replied to.
This is the right direction. We would only recommend following up earlier and using multiple channels where relevant. LinkedIn is a good option, and in DACH markets, Xing can also be useful. Consistency tends to have a stronger impact than perfect timing.
Is The Executive Job Market Really Dead?
It appears that the market is currently dead…
Your KPIs indicate something different – “normal”. What has changed is not whether the market works, but how much input is required to generate results.
Today, in many cases, you simply need to contact more companies than before to reach the same result. At the same time, how you combine channels has become more important. This is where many job searches lose effectiveness, not because of lack of effort, but because activities are not connected into one consistent, multi-touch process.
Our data shows that job ads often remain the strongest entry point, but they rarely work as a standalone channel. The most effective job searches combine direct outreach, networking, and applications into one connected process rather than treating them as separate activities.
What This Means For Your Job Search Strategy
In summary, what is required is a consistent, well-structured process applied at the right scale:
- Contact more companies and decision makers
- Follow up systematically
- Treat conversations with headhunters as part of the process, not the result
- Combine channels instead of relying on one
Consistency and volume are key drivers of results in today’s market.
Not Sure If Your Job Search is at the Right Scale?
Check our Job Hunting Efficiency tool – answer 9 short questions and receive a comprehensive analysis of your job search efforts.
Do You Want a Second Perspective?
If you are an experienced manager or executive and your job search feels slower or less effective than expected, it may be worth taking a closer look at how your process performs against current market expectations.
At Career Angels, we analyze job search processes based on market benchmarks, KPIs and real recruitment data. This allows us to identify where the process is working and where it needs adjustment. Our approach is based on our experience supporting nearly 13,000 professionals, with more than 80% of our clients coming through recommendations.
We offer a free, confidential online Career Consultation (20-30 min), during which we review your current approach, discuss your situation, and highlight where you may be losing momentum in the process.
If you would like a structured, data-driven perspective on your job search, send your CV and a short description of your situation to Contact@CareerAngels.eu. Subject: “Career Consultation / Blog”.
In many cases, a short, structured review is enough to identify what is missing and significantly improve results.
