Approached is for you if any of these are happening right now.

• A role you'd be perfect for went to someone you don't think is better than you.
• Recruiters tell you "great experience, keep applying" and stop replying.
• A redundancy, restructure, or contract end put you in the market for the first time in a decade.
• Your LinkedIn views and inbox have gone quiet over the last six months.
• You're refreshing Seek on a Sunday morning and doing maths that didn't used to be in your week.

The silence isn't rejection. It's a signal problem.

You've been Head of or Director level in Australian or NZ corporate for a decade.

You've always gone from one role to the next. Headhunted. Tapped on the shoulder. Sometimes you weren't even looking and the call came anyway.

You've never had to job search before. Most of us at this level never have.

Now you're refreshing Seek on a Sunday morning, watching the inbox, and doing the mental maths that didn't used to be part of your week. The mortgage. The school fees. The savings line you don't want to draw down.

The coffees happened. The calls happened. The LinkedIn messages happened.

And somewhere in the back of your mind, a thought you haven't said out loud yet:

"It's clear I'm not portraying myself as someone they want to call."

This isn't just professional. It's the question you're side-stepping at the school gate. It's what you rehearse before the dinner party when someone asks what you're up to. It's the 3am money maths you didn't used to do.

You don't need motivation. You need a fix.

This isn't just about a job. It's about who you are.

You spent a decade building something. A reputation. A standard. The capacity to walk into rooms and have people defer to your judgement.

When the calls stop coming, the threat isn't only lost income. It's the slow erosion of the thing you've spent ten years building. The story you tell yourself about who you are professionally starts to drift.

You're not just trying to land a role. You're trying to stay the person you've spent a decade becoming. And to do it before the people you provide for notice that anything has changed.

That's what Approached is built for. The role is the outcome. The signal that keeps you readable to the market is the work.

When a hiring manager lands on your profile right now, they ask three questions.

Is this person at the right level? If that isn't clear in the first six seconds, they move on.

Have they delivered at this scope before? If your impact is buried, they assume the answer is no.

Would I stake my reputation on recommending them? If the answer is uncertain, they don't call.

If your profile can't answer all three in six seconds, you have a signal problem.

You don't have a capability problem. You have a signal problem.

At Head of and Director level, the role you want is already being filled.

A hiring manager thinks of three names. Calls one. That person was already the obvious choice before the role existed. Before the brief was written. Before anyone opened Seek.

If your name isn't coming up in those conversations, it's not because you're underqualified. It's because the market can't read you clearly enough to put you in the room.

The front door. Seek. LinkedIn Jobs. Every job board you've refreshed. Hundreds of applicants. An ATS that filters you before a human ever reads your name. Built for volume. Not for you.

The back door. The golf course. The university connection. The person who calls someone they trust and says, "who do you know who'd be great in this?" It works brilliantly. It always has. But it only works if you're still in the room. Redundancy, restructure, a contract ended. The back door closes behind you.

The Window. By the time a senior role is advertised, the shortlist is already forming. The people they actually want to speak to were identified before the posting went live. The Window is how you get into that conversation. Warm, deliberate, targeted. With the right people. Before the role exists on any job board.

That's the conversation Approached gets you into. Because the Window is where the conversations actually happen.

The reason applying harder feels productive is the reason it isn't working.

Applying is movement. It feels like progress. You hit Submit and you tell yourself you did the work.

But every application you submit through the front door reinforces the front door as your only option. It eats the five hours a week that could be rebuilding your signal. It tells your brain to wait for permission instead of going to where the conversations are.

Three to four months of applying harder costs you:

• 60,000 AUD in lost income (median Director salary, three months of silence).
• 40 to 60 application hours that produced no senior conversations.
• Confidence, the asset hiring leaders can sense and the one hardest to rebuild.

The professionals who get out of this loop fastest fix the signal first. Then apply selectively when the signal is doing its job.

You've already tried the obvious moves.

You've updated your resume. You've rewritten your LinkedIn. You've asked recruiters for feedback and been told you have great experience and to keep applying.

None of that fixed the signal.

The problem isn't the wording. It's that your LinkedIn, your resume, and the way you show up in your network are all pointing in different directions. You only get traction when everything is aligned. All arrows pointing the same way.

Nobody teaches us this. And nobody tells us when it's working against us.

The professionals who land interviews within two to three weeks of redundancy don't apply harder. They fix the signal first.

Start here. Find out what hiring leaders see.

The Positioning Report. Ten minutes. $0.

Most senior leaders have never seen their LinkedIn the way a hiring leader does. The Positioning Report shows you.

You'll get:

• A score out of 100 against the senior-leader standard hiring managers and executive search firms use.
• A read on every one of the 10 LinkedIn sections.
• The three highest-leverage fixes ranked by impact, specific to your profile.
• A clear answer on whether you're one rebuild or one tweak away from being approached.

Most senior leaders score under 40% the first time. That's normal. The point is to show you exactly where the signal is leaking. So that within five days, when a hiring leader lands on your profile, the first thing they think is "this person is at the right level." Not "this might be the right level."

Why $0. I priced the Positioning Report at $0 because the single biggest barrier at Head and Director level is seeing what hiring leaders actually see. The price point is the friction. Removing it is the point. If the Report tells you that one tweak will fix your signal, you don't owe me anything. If it tells you a deeper rebuild is needed, that's when we talk.

Once you have your Report, walk through it with me.

The Positioning Call. 30 minutes. $0.

The Report tells you where the signal is leaking. The Positioning Call shows you how to fix it.

30 minutes, live with me, walking through your Report together. We agree the three highest-impact moves, map your 30-day plan, and talk through the runway that follows.

You leave with clarity on what good looks like at your level and exactly what to do next.

Most clients book the Positioning Call within 48 hours of getting their Report.

The Approached Method. The third way the market doesn't talk about.

Most people think there are two ways to find a senior role.

The front door. Job boards, ATS systems, the application loop.

The back door. The network you already have, the people who already know you.

There's a third way. The Window. The conversation that's already happening before the role is advertised. It's how senior leaders have always moved, when they're moving well.

The Approached Method is the four-move system that gets you into the Window.

1. POSITION. Decide what you're known for. One sentence specific enough that the right people can repeat it back to you accurately.

2. SIGNAL. Make the position visible. Your LinkedIn rebuilt so it reads your level, scope, and impact in six seconds. Resume rebuilt to match.

3. TARGET. Build the list. 20 organisations. 80 named decision-makers. One-page intelligence on each.

4. RELATIONSHIPS. Peer-level outreach. Real conversations. In-person where you can.

Five focused hours a week, because the four moves are sequential and each builds on the last. 30 days.

That's why this works when other approaches don't. Resume rewrites optimise for the front door. Networking advice tells you to lean on your existing back door. Neither one builds the Window.

The Approached Method has worked for senior leaders in HR, Operations, Technology, Policy, and Finance.

Not sure which solution is right for you? Start with your Positioning Report.

I've been the one making the shortlist.

I'm Cheraine, founder of Approached. Former recruiter who built a global recruitment startup. 8,000+ profiles reviewed across 119 countries. MBA (Exec), GradCertCarEd&Dev.

That startup connected those 8,000+ professionals with employers. I've been the one making the shortlist. I know which profiles landed the interviews and which got skipped, and why.

I also know what it feels like to be on the wrong side of it. I was made redundant from my role in recruitment. Then I closed my own startup and made myself redundant. The 3am money maths is not abstract to me.

That's why I built Approached. Not because positioning is a useful service. Because I know exactly what it feels like to have a decade of performance behind you and no idea why the market isn't calling. And I know exactly what the market needs to see before it will.

I work exclusively with Head of and Director level professionals in Australian and NZ corporate organisations who have never had to job search before.

What 60 days from now looks like.

You open LinkedIn on a Wednesday morning and there's a message in your inbox from someone whose name you respect. They've been thinking about a role. They want to talk.

You're in a coffee meeting with a senior leader who didn't know you a month ago. They're describing what they need. You're describing what you'd do. By the end of the conversation neither of you has used the word "application" once.

You're at the dinner party and someone asks what you're up to. You have a clean, specific answer about what you're known for. It lands. Nobody asks a follow-up question you can't answer.

You don't refresh Seek on Sunday morning anymore. You don't need to. The school fees stop being a maths problem. The people you provide for stop noticing that anything had changed.

That's the difference signal makes. Not just "I got a job." But "the market knows how to find me."

The fears I hear most often.

"What if my employer sees this and thinks I'm leaving?" A rebuilt LinkedIn looks like a senior professional taking their visibility seriously. It does not look like "I'm leaving on Friday." Done right, it improves how your current employer sees you too.

"I don't want to seem desperate or spam my network." Approached is the opposite of spray and pray. 20 organisations, 80 named decision-makers, peer-level outreach to people who'd be glad to hear from you. Less volume, higher quality, your voice throughout.

"I'm worried the rewrite will sound like a marketing pitch, not me." I write in your voice, using your actual words from our 1:1 session. The Advisory rebuild guarantee covers this. If the draft doesn't sound like you, it gets rebuilt at no cost.

"What if I do all this and nothing happens?" The 30-Day Conversation Guarantee covers this. Do the work, show up, and if 10 senior conversations aren't underway by Day 30, you've earned a 30-minute audit call at no cost.

"I've been at the same company so long I don't know if I can compete." This is exactly the profile Approached is built for. The decade of performance is the asset. The signal problem is what's hiding it.

Three ways to work with me.

Once your Positioning Report and Positioning Call are done, you have three solutions for how to run the four moves. All three carry the Approached 30-Day Conversation Guarantee.

Founding-member bonuses (locked until 100 buyers claim them):

• BONUS 1: The Five-Year Horizon Check (value 200 AUD). Re-anchors your positioning when the market shifts.
• BONUS 2: The IRL Meetup Planner (value 150 AUD). Running in-person meetups with target decision-makers.

For: Head of and Director level professionals who want the IP and have the discipline to run it themselves.

Bonuses:

• BONUS 1: 60-minute Conversation Coaching session before your first senior meeting (value 800 AUD). We rehearse the meeting, agree the questions you'll ask, the moves you'll make.
• BONUS 2: 1:1 re-pivot session at Day 30 (value 800 AUD). Used to adjust positioning, target list, or outreach if signals from the first 10 conversations suggest a tweak.
• BONUS 3: The Reference List Builder (value 400 AUD). The four references to line up before your first interview, and the briefing template for each.

For: Head of and Director level professionals who want the outcome without doing the operator work themselves.

Not sure which solution is right for you? Start with your Positioning Report.

You can't lose on this.

The Approached 30-Day Conversation Guarantee.

Do the work. Show up to the 30-day plan. If you don't have at least 10 senior conversations underway with target decision-makers by Day 30, you've earned a 30-minute audit call with me at no cost. Not a refund. More support.

The Advisory Rebuild Guarantee.

If The Advisory deliverables (LinkedIn, resume, outreach drafts) don't sound like you or don't read at the level you're targeting, I rebuild them at no cost.

The Founder Promise.

Across 8,000+ profiles I've reviewed and a global recruitment startup I built, I have not yet met a Head of or Director level professional in AU or NZ corporate whose signal couldn't be fixed in 30 days. The capability is always there. The signal is the work.

This is for you if...

You're Head of or Director level in Australian or NZ corporate. You have ten or more years of delivering results at your level. You've never had to job search before. You want this rebuilt so the right hiring leader can read your level, scope, and impact in six seconds. Once.

This isn't for you if...

You're early-career, a career changer, or based outside Australia or New Zealand.

The cost of waiting is bigger than the cost of the work.

Most professionals at your level wait three to four months before addressing their signal problem.

Three months of silence at Director level costs you:

• 60,000 AUD in lost income (the median).
• 40 to 60 hours spent applying through a channel built for volume, not for you.
• Confidence, the asset hiring leaders can sense and the one hardest to rebuild.
• The mortgage, the school fees, the savings line you didn't want to draw down.

The investment to fix this starts at 1,000 AUD for The Playbook. The maths is not complicated.

The shortlist for the role that suits you is forming right now. Before the ad goes live. Before you know it exists. Every week your signal stays unclear is another week you're not on it.

Practical questions, answered.

How much time does this actually take per week? Five focused hours. Not five hours of motivation. Five hours of execution. Most clients do it in two evenings and a Saturday morning.

What if I can't make the weekly Program call? The session is recorded and the async chat is live around the clock. You won't miss anything.

Can I upgrade from The Playbook to The Program later? Yes. If you start with The Playbook and decide you want live eyes on your work, the price you've paid is credited toward The Program. Same for Program-to-Advisory.

Do I need to be actively looking right now? No. The strongest time to fix your signal is before you need it to be working. Most clients start months ahead of when they expect to move.

What's the difference between The Program and The Advisory? The Program: you run the four moves with my weekly live input. The Advisory: I run the four moves on your behalf in your voice, you show up to the conversations.

How quickly can I start? The Playbook is instant access. The Program runs continuous onboarding, so you start the week you buy. The Advisory has limited intake per quarter.

What if I'm in regional Australia, not Sydney or Melbourne? Everything is remote-first. The Window doesn't depend on geography. Some of my best outcomes have been with clients in regional WA, regional QLD, and across NZ.

What if my LinkedIn already has good engagement? Engagement and signal are different things. Engagement is who's looking. Signal is whether they read you as the right level. Most senior leaders with strong engagement still fail the six-second test for hiring leaders.

Here's what you get when you start today.

The Positioning Report. Ten minutes. $0. The diagnostic that shows you exactly where the signal is leaking.

The Positioning Call. 30 minutes. $0. The walk-through and 30-day plan with me, live.

A solution that fits you. The Playbook (1,000 AUD), The Program (4,000 AUD), or The Advisory (8,000 AUD). Each with its own value stack and bonuses.

The 30-Day Conversation Guarantee. Do the work. If 10 senior conversations aren't underway by Day 30, you've earned an audit call at no cost.

The Advisory Rebuild Guarantee. If The Advisory deliverables don't sound like you or read at the level you're targeting, I rebuild them at no cost.

Founding-member pricing. The Playbook rises from 1,000 AUD to 1,500 AUD after the first 100 buyers. The window is now.

The Founder Promise. Across 8,000+ profiles I've reviewed and a global recruitment startup I built, I have not yet met a Head of or Director level professional in AU or NZ corporate whose signal couldn't be fixed in 30 days.