In the past two years, the emergence of artificial intelligence tools like ChatGPT has dramatically altered how professionals interact with written content. From automating admin tasks to crafting compelling messages, AI is becoming a ubiquitous presence across industries. In the world of job searching, particularly for senior executives and board-level professionals, ChatGPT is increasingly used to generate CVs, write LinkedIn summaries, and even draft interview responses.
Yet, for all its power, AI lacks one vital attribute: lived experience. For senior leaders navigating a complex job market, where roles are rarely advertised and often filled via networks and nuanced introductions, the assistance of an AI model can only go so far. This blog explores the evolving role of ChatGPT in the executive job search journey, including that of Non-Executive Directors (NEDs), consultants, and portfolio professionals. I explore both the opportunities and the pitfalls, and importantly, how expert human guidance remains indispensable.
The rise of AI has sent ripples through multiple industries, but nowhere is this more apparent than in the writing professions. CV writing, LinkedIn profile development, and personal branding, once highly bespoke services led by experienced professionals, are now being targeted by AI models that offer speed, affordability, and a sense of autonomy.
But what is being lost in translation?
Here, I break down the past two years of AI’s influence, revealing what ChatGPT can (and cannot) do when it comes to executive-level job searches. Through the lens of both the job seeker and the recruiter, I highlight why genuine human expertise, industry insight, and strategic narrative building are more essential than ever.
AI’s Disruption in Writing and Job Search Professions
Over the last 24 months, ChatGPT and similar large language models have challenged the very core of writing professions. From copywriting and journalism to technical documentation and, critically, CV writing, AI has been touted as a solution to the friction and cost associated with human-generated content. Job seekers are encouraged to “just ask ChatGPT” for a CV, recruiters are advised to utilise AI for shortlisting, and even job boards are integrating automated tools to assist users in drafting their cover letters.
This disruption has created both confusion and excitement. For professionals at the senior management, Director, C-suite, and Board levels, AI offers a new route to accessing job search resources that were previously seen as time-consuming or expensive. But while this opens the door to self-service, it also fuels misconceptions.
Misconceptions such as;
• CVs are just data.
• That senior roles follow standardised templates.
• LinkedIn can be cracked with the right keywords alone.
These assumptions overlook the human, political, and contextual factors that significantly influence the executive hiring process. A Chief Operating Officer requires more than a concise list of responsibilities; they need a narrative of transformation, impact, and leadership that resonates with boards and investors. NEDs must demonstrate influence without authority, strategic oversight without interference. These nuances are lost in generic AI outputs.
Moreover, AI is trained on mass-market content. It reflects common patterns, not best-in-class strategies, and that means the outputs it generates are often saturated with clichés, overused buzzwords, and a tone that feels robotic at best, and disingenuous at worst.
The Limitations of ChatGPT for Senior Job Seekers & Recruiters
For job seekers at the top of their game, the idea of using ChatGPT to save time or brainstorm ideas is appealing, but ChatGPT’s outputs depend entirely on the quality of the prompts it receives. This creates a dilemma: if you don’t know what good looks like, how can you prompt it effectively?
The risk is exceptionally high in senior-level job searching, where:
• Context matters as much as content.
• Tone and gravitas need to align with boardroom expectations.
• Achievements must be framed strategically, not just listed.
AI cannot ask clarifying questions, nor can it probe into your career decisions or guide you through a narrative that explains a gap, a pivot, or a shift in direction. It cannot coach you through rejection, or help you reposition for a consultancy model or a NED portfolio. These are deeply personal, strategy-driven processes that require skilled human insight and expertise.
From the recruiter side, AI has also changed the game. Applicant Tracking Systems (ATS) and parsing tools now rely on AI to surface candidates, which means your CV or LinkedIn profile must be structured to be visible, without compromising credibility with real human readers. Too much AI optimisation, and you look like a bot; too little, and you’re invisible.
Recruiters want:
• Clear career progression
• Relevant and recent achievements
• Evidence of strategic thinking and business impact
ChatGPT can mimic language, but it cannot replicate the essence of lived leadership. In executive recruitment, character and chemistry are just as important as competence. Your brand needs to reflect who you are, not just what you’ve done.
Why Human Expertise Still Matters — and Always Will
The future of job search will be hybrid. AI tools will play an increasing role in supporting the early stages of content creation and ideation. But the refinement, positioning, and strategic storytelling required for executive career moves will remain the realm of experienced professionals.
Working with a true job search strategist, someone who has spent years in recruitment, understands hiring psychology, and stays ahead of industry trends, is not a luxury; it’s a competitive advantage.
These professionals:
• Translate your achievements into commercially relevant outcomes.
• Help you reposition for new sectors or portfolio careers.
• Understand how boards think and what recruiters prioritise.
• Elevate your materials beyond templates, into branded, strategic assets.
• Offer personalised coaching to guide you through every step of your journey.
This is especially vital for:
• C-suite executives are navigating confidential or sensitive moves.
• NEDs seeking to build or expand a portfolio.
• Consultants repositioning after corporate careers.
• Interim leaders seeking short-term transformation roles.
• Senior managers looking to advance to Director or Senior Leader roles.
In short: ChatGPT can get you started, but a human expert can get you hired.
The future isn’t AI vs. Human, it’s AI and Human, with the latter firmly in the driver’s seat when it comes to senior-level career strategy. Use AI as your assistant, not your advisor, let it help you explore ideas, draft outlines, or refine your language, but when it comes to showing the world who you are as a leader, when it comes to crafting a CV, LinkedIn profile, or personal statement that opens doors, then work with someone who knows what it takes to get you to the next level.
AI might write, but only you (and the right human partner) can authentically tell your story.
Would you like to know how I can help you in your job search? Book a call with me; I’m more than happy to discuss any job search frustrations you have; BOOK HERE
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