Thread by @aakashg0

The product leadership job search is completely unlike the IC PM search.

Here's what you need to know:

(That most people don't)

My collaborator (and 3x Sr Dir of Product) @xolin and I talked to:

• 7 external executive recruiters
• 2 internal big tech executive recruiters
• 2 VC talent teams
• And 10 CPOs and VPs

To learn these 5 things:

1. Less and less jobs get listed

At the Group PM and Principal PM level, 90%+ of jobs are still listed on job boards.

But as you move up, those numbers drop considerably:

• 50-70% of (Sr) Director and Head Of roles
• 20-50% of SVP and VP roles
• <20% of top exec roles

This means that your strategy has to change entirely.

FROM: Reaching out to listed jobs

TO: Finding unlisted jobs, and also becoming a magnet for one's you don't

2. There's a huge difference between early product leaders and top execs

One of the biggest misconceptions is all levels of the product leadership job search are the same.

But it's critical whether you are the top, number 2, number 3, or just nth product leader.

3. The process takes longer

While an average principal or Group PM role can get filled in 1 month, more senior roles take longer.

Companies might take up to 6 months to hire a top product executive, even with the help of executive search firms and VCs.

4. Retained search firms and VCs drive placement at the top

The two channels that drive the most placements for the most senior roles are not applications or internal recruiters.

They're personas most PMs aren't used to: retained search firms and VCs.

How do you engage these folks?

• Retained search firms: you want to build lifelong relationships with individuals at these firms, helping them before they help you

• VCs: you want to keep active relationships with top VC partners in your industry niche and the top VC firms

5. Compensation goes hyperbolic at the top

And it's worth going after these gated roles (if you're qualified). Because the compensation goes hyperbolic.

It's that equity part, especially. Top executives might have cash comp of 2x Group PMs but equity worth 20x.

SUMMARY:

1. Less and less jobs get unlisted
2. There's a huge difference between early product leader and top executive
3. The process takes longer
4. Retained search firms drive placement at the top
5. Compensation goes hyperbolic at the top