More experienced hires are also more likely to have their own work style. That can be important for a company that is looking to make major changes in how they operate or add a new businesses line. Often, firms want to hire someone who can integrate smoothly into their existing team. Concerns arise that senior hires will not be able to adapt to their processes and culture. They prefer to invest time in hires who can adapt to the current approach, even if that means hiring someone with less experience.
What can you do about it? Understand what the firm is looking for. Are they looking for a senior person who can integrate and help them grow the current strategy? Are they looking for someone to shake up the staff and the process? Or are they looking for someone to build the business in a new direction? Knowing the role will help you tailor how you present yourself. A good recruiter is key to navigating the goals and expectations of the firms that interview you.
Regardless, as a senior hire, you should emphasize the network of clients and other contacts you will bring with you. This is a critical component of your value as a senior hire. (And if you are reading this early in your career, invest in thoughtfully and proactively building out your network over time). Also, make sure to highlight your adaptability and willingness to vary your approach with specific examples. Demonstrate your ability and willingness to build the confidence and skills of junior talent. This will offset concerns about taking opportunities away from younger colleagues.
If the fit is right, taking on a new opportunity at a senior level can be an exciting and fulfilling way to grow your skills and broaden your perspective. A good recruiter and the right approach can help you overcome the challenges some candidates encounter at this level, so that you can explore new opportunities and continue to stay energized by your work.
