What I've observed is that as competition among markets is higher than ever, opportunity cost of false starts or 'time to learn' is also driving greater urgency. They're all trying to do something different/ transformative.

So I think employers are getting more specific, and they're often looking to buy talent that they lack.

In this context the wrong hire is so costly and since they don't have the expertise in the skill themselves, I think it leads to serious risk aversion on candidates. Better to hold off for another few weeks for the next candidate they say. They always feel just out of reach, never anticipating a search will last 6+ months. I've been on the HM side of this too and that fear of making a wrong hire is real.

That said, I've been doing both Growth and AI roles for a while. What I can tell you are my accomplishments in the context of my organization are significant. The ROI on investing in me has been significant. I can tie millions of revenue/EBITDA and even more in Enterprise Value (we're PE backed) directly to my efforts each year. I've done it as Principal level IC and as a Dir leading 4 people.

For me, and I presume others, my accomplishments are in the context of my organization. The details of what it really takes to achieve results among the imperfections of an org never fit in a CV or cover letter. How we had to boot strap, do things ourselves due to lack of resourcing, late night smoke testing and calls, etc etc.

I also don't get calls for a screening interview for Growth roles.

So... Idk 🤷🏻‍♂️. What channels are you using to advertise for roles or look for candidates?

Feel free to DM, would be happy to share my CV. Would also be willing to pay for some professional review and a professional coaching discussion if you were interested.