2021 Year in Review

Transparency is a key theme and differentiator for us at CloseCohen—for our third year in a row, we have analyzed our data and conducted self-evaluations as the new year begins! You’ll be hard pressed to find another executive career service that shares its data like we do, and we’re happy to share our data below.

2021 was a year of change at CloseCohen, as it was for many of you. Our founder Laura Close moved into an oversight role while founding a SaaS company, and Principal Executive Coach Alisa Cohen assumed responsibility for our senior-level client portfolio.

This year we partnered with a stellar crew of senior-level clients. Alisa’s two decades of leading teams and orgs within FAANG and peer companies added significant value to our proven approach in preparing candidates for successful job searches, interview loops, and developing executive leadership capabilities.

Clients across North America came to us from companies like Apple, Microsoft, Google, Amazon/AWS, Cisco, Oracle, Starbucks, Nestle, Expedia, T-Mobile, Adobe, and Smartsheet—and more.

Career Themes We Loved in 2021

Pandemic Epiphanies: People were hesitant to proactively introduce change into their lives in 2020—the pandemic had already upended enough. The introspection time, however, sparked pandemic epiphanies. 2021 was the year of action. Clients reported increased clarity around priorities and purpose. Some experienced an ‘aha’ moment about what is no longer acceptable or no longer serves them. Others gave a voice to delayed dreams or goals they were now ready to tackle. We’ve loved building strategies with our clients to support these breakthrough understandings.

Where and When We Work: If 2021 was about where we work, 2022 is shaping up to be about when we work. Employees proved “butts in seats” weren’t a requirement to deliver results. In 2022, we expect to see increased open mindedness about your schedule.

Agility: The leaders we coach know that agility is a two-way street more now than ever before—it’s essential for employers and employees alike. Whether in an interview or preparing for a promotion, it’s critical to demonstrate your ability to adapt and navigate change.

Job Seekers are in Control: Job seekers and employees are in a new position of power. With the highest number of job openings in over 20 years, businesses are struggling to attract and retain employees. The time is ripe to negotiate everything.

Pay Transparency: Whether company policy or societal norm, it’s historically been considered off-limits to talk about compensation. This is changing as salary transparency gains traction. In fact, Colorado enacted a law in 2021 that requires its businesses to include salary ranges in their job postings. In April 2022, a similar New York City law takes effect. [Hot Salary Tip: Our clients often ask about salary research to help them prepare for negotiations or raise conversations. We always advise to simply ask colleagues, both inside and outside of your organization! People are almost always willing to talk pay when it helps a colleague out.]

We measure our customer data, needs, and outcomes because we are always looking for ways to improve and help even more senior-level clients land their next role, promotion, title, package, etc.

Transparency is a key theme for us at CloseCohen, and we believe no serious professionals should hide their data from you in 2022. It would be strange to coach data-driven leaders but not know our own data & measure it. We are pleased to share the value of these insights with you for a third year in a row:

2021 Insights

Percentage of clients who sought executive coaching services: 36%
Percentage of clients who sought to prepare for a senior level job search: 64%

Client Titles Most Commonly Held, ranked:
#1. Director
#2. Senior Manager
#3. Manager
#4. Principal
#5. VP/SVP

Client Industries Most Commonly Represented, ranked:
#1. Big Tech
#2. B2B SaaS
#3. E-Commerce/DTC
#4. Non-Profit/Civic
#5. CPG/Retail

Client Subject Matter Expertise, ranked:
#1. Product Management
#2. Marketing
#3. Program Management and Creative/UX (tie)
#4. Data/Analytics and Finance (tie)
#5. Engineering

2020 Insights

The time it takes to secure a job varies based on several factors, however, the average job seeker can expect it to take 6 months to find their next role*. Therefore, it would be premature to judge the outcomes of 2021’s job seeking clients, particularly those we partnered with in Q3-Q4. However, 2020 data provides a strong foundation to understand emerging patterns.

Percentage of clients who sought executive coaching services: 45%
Percentage of clients who sought to prepare for a senior level job search: 55%

In 2020, we coached 43 job seekers. As of January 2022:

• Number of clients who moved to a new company: 27
• Number of clients who pivoted industries: 4
• Number of clients who were promoted internally rather than moving to a new company: 7

*Our ongoing measurement of mid to senior level candidate experiences primarily within the tech industry demonstrates that the average candidate takes 6 months to conclude their job search, a professional with highly valued niche technical skills can take as few as 3 months, and a senior level candidate with one or more “wrinkles” in their candidacy can often take 8-12 mos. to secure their next role. We partner with you no matter the length of your journey.

It is our privilege to partner with our clients each year—2021 being a unique year of insights, personal & professional growth meant we were all the more lucky to serve such inspiring clients.

Whether for senior-level candidate preparation, leadership coaching, or executive development, we are honored to be entrusted with your career growth.

We are pleased to add value to your development, we care about and track your outcomes, and we are thrilled to cheer you on and celebrate by your side.

Warmly,

Alisa Cohen & Laura Close

P.S. Ready to up-level your outcomes in 2022? Contact us to advance your career with senior-level candidate preparation or executive coaching.