Career Intelligence is the private platform senior leaders use to become that name. Discreetly. Over twelve weeks.
If you've lived in Dubai, Riyadh or Singapore for any length of time, you already know this. The question is whether you're building your reputation on purpose — or hoping the dinners will happen by accident.
In DIFC, ADGM, KAFD, Marina Bay — the search is rarely the start. It's the formality. By the time the role lands with Egon Zehnder or Korn Ferry, the chair and the CEO already have two or three names in mind. Your CV is being checked against a decision that's almost made.
You've done ten years in London or New York. You moved out for the role. Your London network is now twelve flights away and slowly losing relevance. The people who'll hire you next live within a three-mile radius of you — and most of them don't know your name yet.
Regional search firms work off relationships. If you're not visibly in conversation with the people they place — the chairs of the family offices, the regulators, the holding-company CEOs — you get the leftovers. Lateral moves. Smaller mandates. The wrong country.
Don't apply for the role. Become the person they need around the table.
Get on every relevant longlist in your market by becoming the recognised voice on the question your future board is asking. $97/month, the base layer.
The senior decision-makers for your next role live within a handful of postcodes. They run the holding companies, the family offices, the sovereign portfolios, the regional MD seats. Most of them you've never met. All of them are findable. The first move is recognising the geography of the opportunity — and the size of the room.
A private forum around the single substantive question your target decision-makers are wrestling with right now — your name on the door. The platform onboards the right 50–150 people in the first eight weeks. By month three, your members are the people who hire people like you.
The platform reads your existing writing — board papers, your previous posts, your op-eds — and drafts thoughtful, considered responses on the LinkedIn posts of the people you've named. You approve every word. They start seeing you in their feed, every week. Sounding exactly like you.
The regional partners at Egon Zehnder, Spencer Stuart, Korn Ferry, Heidrick — and the boutique GCC and Asia search firms who close 70% of the senior moves in their markets — start following your forum. The dashboard tells you who. Most of them never message. They're watching. Reading. Building a list.
When a senior search opens in your market, the partner already knows your name, already has a feel for your thinking, has watched the chair of one of your members reply to your last comment. The interview becomes a confirmation. The negotiation becomes friendly. The role becomes yours to lose.
Level 1 puts you in front of the right rooms. Level 2 builds the room. A private, off-LinkedIn community of senior leaders, search firms and decision-makers in your niche — with you as its convenor, your point of view as its centre of gravity, and the platform doing every operational thing in between.
You give a short point of view on the questions your industry is wrestling with. The platform shapes it into an article, posts it in your community, and runs the conversation in your voice. Members reply. Articles spin out. New leaders join. The whole thing self-sustains.
You appear weekly. Spend 30 minutes. The community grows around the problem you solve.
Every feature is in service of one outcome: being known by the right twenty people, well, rather than vaguely visible to thousands.
Each member runs a private forum around one substantive question their target decision-makers are working on. It's small on purpose. The right 50–200 people, talking about the right thing, with you as the convenor.
The platform reads your existing writing — board papers, posts, op-eds, internal memos — and drafts substantive responses on the LinkedIn posts of decision-makers you've named. You approve each one. Nothing leaves your account that you haven't blessed.
The dashboard surfaces which executive search firms are following your forum, which decision-makers are reading your work, and which conversations are nudging toward inbound. The signals you needed five years ago.
Career Intelligence is most useful in the 9–18 months around a major geographic or regional move — the period where your old network is going cold and your new one doesn't exist yet. Where, frankly, you can't afford to wait for the network to find you.
Group CFOs, COOs, regional CEOs and CHROs in Dubai, Abu Dhabi, Riyadh, Doha and Manama — building a reputation that survives the next visa cycle, the next merger, the next chairman.
MDs and partners in markets where the regulator, the family office and the holding-company chair all attend the same dinners — and where you need to be three of those conversations before the search firm comes calling.
Senior people in London, Frankfurt, Geneva or New York who've decided the next chapter is in the GCC, Riyadh's mega-projects, the Singapore-based regional HQ or Lagos's banking renaissance — and want to be known to that market before the relocation.
South Asian, MENA or African executives moving home, or repatriating after 15 years abroad. The old network is now in another country. The new one is being built from a list of names you haven't met yet.
Start with Level 1 if you want to be on every relevant shortlist within a quarter. Pick Level 2 if you want the shortlist to be a list of people in your own community. Both start with a 30-day trial, no credit card.
Start your 30-day trial of Career Intelligence today. Whether you're already in Dubai, planning a move to Riyadh, or building back into a Singapore the regional CEOs already left — by next quarter, you'll be the name that comes up.