Brisbane Executive CVs

This allows me to learn about your career background, the types of roles you are considering, and any immediate opportunities or constraints that may shape the strategy.

This initial discussion is practical and exploratory. I outline how I approach executive and professional applications, what information I will need from you, and how we can position your experience so it aligns with the expectations of senior decision makers and selection panels.

If you decide to proceed, you simply select the relevant package and complete payment by card, or request an invoice for bank transfer. Once confirmed, we schedule a detailed consultation where we review your career history, achievements, leadership scope, and the types of roles you wish to pursue.

From there I analyse the role requirements, selection criteria where applicable, and the broader organisational context. Your resume, CV, and supporting documents are then developed and refined through consultation until the final material presents your experience clearly, credibly, and in a way that stands up to scrutiny from employers or executive search firms.

An achievement led CV

Your CV is structured around outcomes and impact rather than a chronology of roles. The emphasis is on what you delivered, why it mattered, and how it positions you for the role ahead.

The value you bring

Your CV demonstrates the value you contribute to an organisation, showing how your judgement, experience, and leadership support stronger decisions, improved performance, and sustained results at senior level.

Your approach to complex problems

A clear narrative is developed around how you have managed complex challenges, led through change, and resolved high stakes issues, combining strategic thinking with sound people judgement.

Your financial accountability

Financial responsibility is evidenced through outcomes such as revenue growth, cost management, investment decisions, and transformation initiatives, grounded in organisational and stakeholder impact.

Your capacity for innovation

Innovation is demonstrated through examples of improvement initiatives, forward thinking decisions, and your ability to translate ideas into practical outcomes while bringing others with you.

Your leadership and influence

Leadership is presented through outcomes and behaviour, showing how you build capability, communicate clearly, and influence across diverse stakeholders, rather than relying on title alone.

Your professional standards

Professional credibility is reinforced through consistent delivery, sound governance, and the ability to lift performance across teams, systems, and results, positioning you as a leader trusted to operate at senior level.

At senior level, competition is rarely about experience alone. Executive roles typically attract a large pool of both capable and less suitable applicants, and initial screening is often automated before any human review occurs. Many executives assume a broad career summary will suffice. In practice, if your resume does not align clearly with the selection criteria, explicit or implied, it may not progress beyond the first screening stage.

Executive CV Elements

Most executive applications are built around three core components: the resume or CV, the cover letter or e note, and LinkedIn.

• Resume or CV – A concise, strategically structured account of your leadership experience, achievements, and scope of responsibility, aligned closely with the priorities of the role.
• Cover letter – Usually submitted digitally, this distils your experience into a focused executive pitch that speaks directly to the organisation’s mandate and expectations.
• Addressing selection criteria – Many executive roles do not list criteria explicitly, requiring judgement and research to identify what matters most. Where stated, responses may be required within the cover letter or as a separate document.
  • Most state and federal government roles require a stand alone selection criteria statement.

Even when criteria are not formally listed, your application should still demonstrate clear alignment with what the organisation values. Strategic relationships, sector credibility, or influence across stakeholders may be decisive factors even if they are not stated in the job advertisement.

The role of the cover letter and LinkedIn

Both the cover letter and LinkedIn profile reinforce the positioning established in your resume. At executive level, LinkedIn is particularly important as it supports professional visibility, credibility, the breadth and calibre of your network, and executive search activity in markets where reputation and relationships play a significant role.

I bring practical experience from senior roles in marketing, HR, and recruitment, including work with major corporate, HR, and resources organisations in Australia. Over time, I have assisted applicants pursuing roles across Australia, the United Kingdom, and the United States. With a degree in Information Science, I also understand how digital recruitment systems evaluate and filter applications. I hold dual UK and Australian citizenship and often work across both markets.

Sectors and organisations

My consulting work and previous employment span a broad mix of public and private organisations, including power utilities, universities, police services, zoos, major mining and resources companies, state government agencies, information services providers, and biotech and pharmaceutical firms. I regularly work across sectors such as:

• Pharmaceutical, health, and nursing CVs or resumes
• Primary, secondary, and tertiary education CVs or resumes, including leadership roles
• Mining and resources CVs or resumes, including oil and gas
• Corporate management and C suite CVs or resumes, including international roles
• Political, chief of staff, and party pre selection CVs or resumes
• Government CVs or resumes at local, state, and federal level
• Franchisee and commercial operator CVs and applications
• Capability statement CVs for professionals and contractors
• Marketing and sales leadership CVs or resumes
• IT, AI, and digital leadership CVs or resumes
• ADF and former ADF CVs or resumes

My clients range from early career professionals to FTSE100 and ASX directors, including individuals recognised with honours such as KBE, OBE, AO, and MBE, as well as politicians and senior business leaders.

Certification and Memberships

I am a founder member of the UK based CVRA, an organisation dedicated to the professional certification and ongoing development of CV and resume writers worldwide.

• Video
• Website

Corporate engagements

I have delivered resume writing seminars and outplacement workshops for employees of Australian state and local governments, as well as universities.

Selection criteria describe the qualifications, experience, capabilities, values, accomplishments, and personal attributes an employer uses to determine who progresses to interview. Unlike a job description, which outlines duties, selection criteria focus on what a candidate must demonstrate to be shortlisted.

Selection criteria are sometimes, though not always, set out in the job advertisement or role description. They act as the benchmark used to assess suitability and signal what the organisation genuinely values. For executives, this alignment matters, as it reflects not only capability but also fit with strategy, culture, and leadership expectations.

Common selection criteria in corporate and executive leadership roles

• Leadership capability – Demonstrated leadership and accountability for organisational performance and results.
• Strategic judgement – Sound decision making supported by commercial awareness and long term strategic thinking.
• Commercial and financial accountability – Responsibility for budgets, revenue, cost management, and investment decisions.
• Stakeholder influence – Ability to build trust and influence across boards, senior executives, investors, partners, and clients.
• Delivery and execution – Proven capacity to translate strategy into operational outcomes and sustained business performance.
• Innovation and growth – Evidence of leading innovation, market expansion, or organisational growth.
• Global or cross cultural perspective – International or cross cultural leadership experience where relevant.
• Proven achievements – Clear evidence of accomplishments with measurable organisational impact.

Common selection criteria in senior public sector, NFP, and regulated roles

• Leadership and organisational capability – Demonstrated leadership and responsibility for delivering outcomes through teams and programs.
• Strategic policy or sector insight – Ability to interpret complex policy, regulatory, or sector environments and provide sound strategic advice.
• Governance and integrity – Strong commitment to governance, accountability, ethical conduct, and public trust.
• Stakeholder engagement – Ability to work effectively with ministers, boards, community stakeholders, regulators, and partner organisations.
• Program delivery and outcomes – Proven ability to deliver complex initiatives, programs, or reforms with measurable impact.
• Change and transformation leadership – Experience leading organisational change, reform agendas, or service transformation.
• People and culture leadership – Ability to build capability, develop teams, and foster inclusive organisational cultures.
• Public value and community impact – Evidence of delivering outcomes that create lasting benefit for communities or stakeholders.

Selection criteria may also be described as job specifications, position requirements, or competency frameworks. Regardless of the label, they define both the technical expectations and behavioural standards required for the role.

The challenge with interpreting selection criteria

Do not rely solely on the job advertisement when interpreting selection criteria. Role descriptions are often drafted by HR or remuneration teams and may not fully reflect the priorities of decision makers. In practice, the minimum stated requirements are often the most reliable guide. Where possible, insight from recruiters or trusted professional contacts can help clarify what truly matters.

Selection Criteria Statements

In Australia, many public and third sector roles require applicants to address selection criteria in a separate, stand alone document. These statements form part of the formal assessment process and are used to evaluate skills, experience, and suitability.

Roles that commonly require selection criteria statements include:

• Government roles – Federal, state, and local government positions across policy, administration, and program delivery.
• Public service roles – Positions in health, education, justice, and social services.
• Education sector – Universities, TAFEs, and other education providers, particularly academic and professional staff roles.
• Healthcare sector – Many public health and community health appointments.
• Not for profit organisations – Roles funded by government or operating under formal governance frameworks.

Addressing selection criteria requires clear examples demonstrating how your experience meets each requirement. These examples allow employers to assess capability, judgement, and leadership against defined standards and often play a decisive role in determining who progresses to interview.

This approach is designed to strengthen your prospects of securing interviews by aligning your profile closely with employer expectations and presenting a clear, defensible case for appointment. While each engagement is tailored, it reflects the core methodology used for executive applications.

Where no specific role is being targeted, sector or role level criteria may guide the build. This supports broader positioning, although it is generally less effective for executive appointments than preparing a role specific application.

An effective executive resume highlights significant, measurable achievements rather than listing duties or responsibilities.

To improve your chances of being shortlisted, focus on a resume that is clear, relevant to the role, and structured to work with ATS screening rather than against it.

This is where many applications fail.

⇒ Ignoring the ATS

Applicant Tracking Systems are the first hurdle for most roles. A large proportion of resumes are filtered out at this stage because they do not align closely enough with the employer’s selection criteria. Generic resumes are usually the first to be screened out.

⇒ The obviously AI application

Over relying on generative AI can weaken senior applications. While AI can accelerate drafting and tidy language, it often misses nuance, judgement, and organisational context. The result is content that reads as formulaic, skims over selection criteria, and overlooks cultural fit, all critical considerations at executive level.

⇒ The generic resume trap

Submitting the same resume for every role is a frequent mistake. Each application should be tailored to the position, demonstrating clear relevance between your experience and what the employer is seeking.

⇒ Missing the job requirements

If your resume does not reflect the skills, experience, and outcomes described in the job advertisement or role specification, it is likely to be overlooked. Employers expect to see a clear match rather than assumptions.

⇒ Over designed resumes

Highly stylised resumes may look impressive but often fail in practice. Complex layouts, columns, graphics, and colours can confuse ATS software and trigger automatic rejection. Many organisations also discourage photographs to reduce bias concerns.

Career strategy