Hi, I’m Allison Venditti and this is the Moms at Work podcast. I’ve been an HR professional and a career coach for over a decade, and our team has helped thousands of women grow their careers. So whether you’re burnt out, underpaid, or just plain fed up, this podcast is here to fuel your fire, connect you to our movement, and help you take your career to the next level.

On today’s episode, we’re talking about something everyone seems to be talking about: job hunting. Specifically, senior and executive-level job hunting, because that market is totally different. You’ve all been asking me to do this, so here we go.

Let’s start with a bit about job hunting. There are lots of career podcasts and coaches out there, but I always ask: have you ever hired for that position? I’ve been hiring for almost 20 years, across more than 60 companies in industries ranging from healthcare, tech, manufacturing, unionized and non-unionized companies. I’ve hired over a thousand people, from entry-level to executives. So when I talk about mid, senior, and executive-level jobs, I know what I’m talking about.

A lot has changed in job hunting. Gone are the days when you submitted a resume and magically got a job after one interview. Now, the process is very different.

Between 2024 and 2025, we’ve seen layoffs in unexpected sectors, return-to-office mandates, and a shift in available roles. Entry-level jobs are more plentiful, while senior-level positions are fewer and highly competitive. Social media, especially LinkedIn, has become a huge part of the process—whether you love it or hate it.

Senior-level hiring has also slowed. HR departments are smaller, stretched thin, and often one of the first to be cut in a company. As a job hunter, this means you need to follow up more—probably twice as much as you normally would. HR isn’t dropping the ball; they’re just busy.

Another key tip: try to go around HR when possible. HR can be gatekeepers, and while you shouldn’t bypass them rudely, connecting with people in adjacent departments can help. For example, if you want a role in accounting, you might reach out to someone in compliance or HR who works closely with accounting. They can help you get in front of the right people.

Remote work is another big topic. Only about 16% of employers are fully remote, and most hybrid roles now require three to four days in the office. Even if your contract says remote, employers often reserve the right to change that. Moms at Work will be publishing blog posts on how to protect yourself in these situations.

Senior-level roles often aren’t posted publicly. Companies care more about fit than a specific skill set. For leadership roles, the priority is hiring someone who will complement and strengthen the existing team. For example, I hired a head of AI with no prior AI experience, but they’re a phenomenal leader and manager, and the team loves them. That outcome wouldn’t have happened through a LinkedIn job post.

All the time and money people invest in MBAs, additional degrees, and certifications would be better spent on networking. Employee referrals are five times more likely to lead to hire, and 82% of employees rate referrals as the best return on investment. Referred employees stay longer, are a better fit, and reduce hiring costs.

This is where working mothers often struggle: we spend all our time working and parenting, but rarely invest in our careers through networking, skills-building, or growing our networks outside our industry. Moms at Work was created as a third space to address that gap.

I recommend flipping your time allocation: most people spend 90% of their time applying for jobs online and 10% networking. I suggest flipping it to 70% networking and 30% applications. That means coffee meetings with colleagues, introductions at companies, and strategic outreach. Keep track of your connections, who you meet, and follow up consistently.

Job hunting isn’t a full-time job—even if it feels that way. Spending 40 hours a week applying online is demoralizing and exhausting. A job hunting plan is crucial: track applications, download job descriptions, note hiring managers, salary expectations, and follow-ups. Moms at Work offers a networking action plan to guide this process, which I use with my career coaching clients.

Here’s a simple senior-level job hunting plan:

1. Have more coffee meetings than usual. Track who you meet, where they work, and follow up.

2. Follow the “three steps until finished” rule: after applying online, reach out to someone in the company, find another contact, and follow up again if needed.

3. Remember the 70/30 rule: spend 70% of your time networking and 30% applying online.

4. Keep track of your efforts in a spreadsheet: positions applied for, job descriptions, contacts, and follow-up notes.

LinkedIn is a professional platform, so use it wisely. Hiring managers can see your posts even if you’re not connected. It’s a tool to help, but it can also hurt your chances if used incorrectly.

Remember: networking isn’t bothering anyone. People can say no, and that’s okay. Many are willing to help if asked. The goal is to build a network that supports you and opens doors.

Job hunting at senior levels is hard, but with the right strategy, it becomes manageable. Moms at Work offers free resources around job hunting, interviews, and networking. Adapt your plan as your career evolves.

I’m Allison Venditti, reminding you that you’re doing a good job.