A 'roadmap' is your list of criteria
that you will use to judge the suitability of any new role. This
will vary from individual to individual, and there is no right or
wrong to this. Declaring your roadmap will not only help you formalise
your thoughts, but will assist us in knowing which roles not to
consider talking to you about, and therefore not wasting your time
or ours. By doing your ground work you will help us immensely, and
show us that you are serious about your future career progression.
Your roadmap should include the following
6 items as a minimum:
1) Ideal roles. Company roles and titles
do vary and some individuals have skills that enable them to perform
a range of functions. These may also vary according to the size
of the company, e.g. a board member of an SME company or Head of
a unit in a blue chip etc. Spell out the options that you feel would
be suitable for you and it is often helpful to declare the options
that are not suitable. Make sure that this aligns with your experience
as spelt out on your CV. See CV
2) Ideal company. List specific companies
as well as generic types, e.g. start up, SME, International Blue
Chip etc. Aim to create a list of 20 or more specific companies
that you would like to join (the more the better). Also list any
that are not acceptable, as this is equally helpful. Declare if
your details have already been sent to any companies.
3) Geographical limitations. Specify
acceptable working areas and boundaries. Be specific on geography
rather that saying '1 hour travel'. This may also impact on the
role and remuneration. Link these together if necessary.
4) Remuneration (current). State your
current package in detail. Base, bonus (maximum achievable and actual
achieved), car or allowance (allowance is more helpful if this is
an available option), share options - detail and estimate value,
health cover - does this cover whole family or is it just self?,
pension - contributory or non contributory and how much does the
company contribute? Is it a final salary scheme or a cash scheme?
In short, we are trying to understand the value of your current
5) Remuneration required. We need to
understand the minimum remuneration that would be acceptable, assuming
that the other aspects of the role were appropriate for career progression.
It is important to understand that we are not trying to drive down
your salary package to a minimum level. To the contrary, we usually
negotiate a fair package on your behalf. Therefore, knowing your
'bottom line' will enable us to avoid making you aware of opportunities
that fall outside of that limit and wasting your time.
6) Any other points that are important
to your decision making process on future role acceptability. This
will enable us both to make the right decision and qualify or disqualify
opportunities before speaking to you.
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