The clock is ticking. With just over 100 days left in the year, senior executives who want to secure their next role before 2026 face a tight timeframe. It’s absolutely possible, but only if you act with urgency, clarity, and a structured plan.

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The Harsh Reality of the Market

Australia’s employment landscape isn’t forgiving right now.

• Deloitte forecasts indicate that employment growth has flatlined, with unemployment rising to 4.3%, the highest level since 2021.
• Executive demand is down around 10% year-on-year, according to the EL Blue Executive Employment Report.
• The Australian Financial Review laid bare ANZ’s chaotic layoff rollout, where employees received termination notices via automated laptop-return emails. If that’s not a wake-up call for senior professionals to take control of their narrative and movement, I don’t know what is (Financial Times).

This is not a buoyant market. It’s competitive, constrained, and unforgiving. Yet, it’s also ripe with opportunity for those prepared to move smart and fast.

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Why Headhunters Won’t Save You

Many executives fall into the trap of blanketing corporate headhunters with unsolicited CVs. The truth? If a headhunter hasn’t contacted you in the last 12 months, you’re not on their radar. They’re retained by clients, not job seekers, and at this stage of the year they’re focused on closing out existing assignments.

You’ll get far more traction by:

• Targeting contingent recruitment firms or second-tier search firms (but keep this to only ~30% of your effort).
• Focusing the majority of your time (70% or more) on direct company outreach and leveraging your business network.

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The Smarter Routes Into Companies

You need to bypass the noise and move with intent. Here’s how:

• Leverage internal referral programs. Most large companies have sophisticated referral systems. Getting your CV championed internally is often more effective than an external application.
• Work the career portals. Many executives underestimate them. They’re powered by advanced HR tech that filters applicants into talent pools, providing insights into culture, values, and competency needs.
• Go direct. Use LinkedIn’s InMail to connect with CEOs, HRDs, or business leaders. But don’t just say “I’m looking for opportunities.” You need a compelling hook that demonstrates your unique value and relevance to the business.

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The 100 in 100 (Or 200 in 100) Rule

In normal conditions, I recommend 100 approaches in 100 days. In today’s flat market, I’d double it: 200 approaches in 100 days.

Why? Because conversion is tough. You should aim for:

• At least 1–2 interviews per week.
• Expect 4–5 interviews per employer before an offer is made.

This level of disciplined outreach is what it takes to land an offer before Christmas.

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Execution Is Everything

Here’s the career move playbook for the next 100 days:

1. Clarify your target list — Know the companies and sectors you want to break into.
2. Position your value — Don’t lead with your job title, lead with outcomes, skills, and impact.
3. Activate your network strategically — Don’t just post “I’m looking for work.” Reach out to key contacts for direct referrals.
4. Be visible and vocal — Post insights, share thought leadership, and signal your readiness to move.
5. Track your metrics — Keep a scorecard of approaches, referrals, and interviews to stay on top of your progress. Treat this like a campaign, not a wish.
6. Get help if needed — A coach or talent agent can keep you accountable, sharpen your messaging, and accelerate your progress.

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The Media’s Verdict on Executive Challenges

• Inflation and cost-of-living pressures remain intense, forcing organisations to scrutinise executive hires more than ever.
• AI disruption could displace up to 7% of jobs in Australia, with many in senior and professional categories.
• Government and public sector roles are the fastest-growing segment, absorbing two-thirds of job gains this year.

So yes, the environment is messy, high-stakes, and unforgiving. But that’s exactly why pioneering executives will stand out. This is a call to step up — not wait.

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Final Thought: Don’t Wait, Move Now

If you want to walk into 2026 with a new role, the time to act is now. A hundred days. Two hundred approaches. Relentless follow-through. That’s how senior executives can pull off a bold career leap in a tight market.

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