Filling a senior IT role is one of the harder things to get right.
You’ve identified the need. Got sign-off. Written the brief.
And now the advert is live, and the calibre of candidates coming through just isn’t quite right. It’s frustrating, because the role is a good one. But something isn’t landing.
I see this a lot at senior level, and more often than not, the advert is working against the role before anyone’s even picked up the phone.
I came across a Director of IT role recently, senior position, global remit, genuinely interesting scope. But the advert had over 30 requirements, no salary, and nothing that answered the question every strong candidate is silently asking: why would I choose this business over another?
Here’s the thing about senior candidates: they’re not scrolling job boards hoping to be surprised. They’re evaluating opportunities. And if your advert doesn’t give them a reason to lean in, the best ones move on quietly.
A few things worth checking before your next senior hire goes live:
> Is the salary visible? Hiding it in 2026 costs you credibility before the first conversation.
> Does the JD reflect what actually matters, or is it a wish list? When everything is a priority, nothing is.
> Does it answer “why here?” A talented IT Director has options. Your advert needs to speak to them, not just list what you want from them.
> If accountability is high, is the support structure clear? If not, the best candidates will ask, and if the answer isn’t ready, they’ll walk
The advert is your first impression of what it’s like to work with your business. At senior level, it matters more than most people realise. If you’ve got a senior IT hire coming up and you’d like a second pair of eyes before it goes live, I’m happy to help. No obligation, just an honest view.
You know where I am.
Lucy
Why your senior hire might not be landing the way you’d hoped
