VP Sales appointments are increasingly judged on evidence, not ambition alone. Boards want leaders who can diagnose a revenue problem, build the right operating model and explain exactly how they will create predictable growth.
Turn your CV into a commercial story
Replace lists of responsibilities with context, action and outcome. Show the market you entered, the team you inherited or built, the sales cycle, deal size and measurable result. Numbers are most useful when they explain the difficulty of the achievement.
Be clear about your operating range
A leader who excels from £1m to £10m ARR may not be the right person for £50m to £100m, and vice versa. Credibility comes from knowing the stage, structure and challenges where you add the most value.
Demonstrate leadership beyond forecasting
Prepare examples of hiring, coaching, performance management, cross-functional influence and difficult decisions. Boards look for judgement as much as sales technique.
Build relevant visibility
Share useful market insight, maintain relationships with investors and search partners, and stay close to the sectors where your experience is strongest. A focused profile is easier to remember than a broad one.
If you are considering your next senior sales move, Selective Search can offer a confidential conversation about positioning, market demand and suitable opportunities.