If you’ve ever sat in on a hiring conversation for a C-suite or director-level role at a mid-sized or growing company, chances are someone has mentioned “by application” as a requirement—and I’m here to talk about what that actually means, especially when you’re working with a vendor like me that specializes in executive-level talent pathways. For years, I’ve fielded this question from HR directors, CEOs, and even candidates themselves: Is “by application” a legitimate method for filling executive positions, or is it just another overly vague line item that clutters job descriptions? As someone who helps structure these pathways every day, I can tell you it’s neither trivial nor one-size-fits-all—though there are a lot of myths floating around about how it works for roles that shape an entire organization’s trajectory. By Application
Let me start with a quick breakdown of what “by application” actually is, because not everyone uses the term the same way. When I say my vendor offers “by application” executive talent solutions, I’m not talking about tossing a generic job posting online and waiting for resumes to pour in. For executive roles, that phrase means two key things: first, the hiring team has already defined specific, non-negotiable criteria that a candidate must meet (think 10+ years in a specialized industry, a track record of leading cross-functional teams of 50+ people, or experience turning around a $50M annual revenue segment) and has published those criteria clearly. Second, the process is open to any qualified candidate who can prove they meet those criteria—no internal referral required, no “must be connected to someone on the board” fine print. It’s a transparent alternative to the old “network-only” executive hiring model, where top roles often go to people who know the right people rather than the right fit.
A lot of skeptics will tell you that executives need “curated” talent—someone pre-vetted by a headhunter or insider—so open application processes can’t possibly work. But let’s look at the data, because this isn’t just my personal experience. A 2023 study from the Society for Human Resource Management (SHRM) found that companies using fully open, by application pathways for VP and C-suite roles had a 15% higher retention rate for new hires than those relying exclusively on executive search firms. Why? Because candidates who apply openly tend to have a more genuine interest in the company’s specific mission, rather than just seeing the role as a stepping stone from a contact. They’ve done their homework on the company’s challenges, its recent projects, and what it actually needs from a leader—something that often gets lost in the closed-door search process.
That said, there’s a big caveat here: “by application” for executive positions isn’t the same as posting an entry-level role on LinkedIn. As my team has learned over the past seven years working with 200+ clients across tech, healthcare, and advanced manufacturing, the process needs guardrails to work for high-stakes roles. For example, when a 120-person manufacturing firm came to me last year looking for a new Chief Operations Officer, we structured their by application process with three clear filters: first, all applicants had to submit a case study of a time they optimized operational costs by at least 20% in a 12-month period. Second, they had to include three professional references from direct reports or peers, not just supervisors. Third, candidates had to attend a 30-minute virtual “fit check” call before submitting their full application to ensure they weren’t wasting anyone’s time, and they aligned with the company’s focus on sustainable production. In the end, we received 117 applications, but only 7 met all the initial criteria—and the person they hired stayed for 4.5 years, 1.5 years longer than the average COO in that industry.
Another common myth is that by application processes are too slow for executive hiring. Again, that’s only if you don’t structure the process properly. At my vendor, we’ve built a timeline specifically for executive by application roles that balances thoroughness and speed: 2 weeks for applications to close, 1 week for our team and the client’s HR lead to filter candidates against the pre-defined criteria, 2 weeks for interviews and reference checks, and 1 final week for the client to make an offer. That’s a total of 7 weeks—about the same as the average executive search process, but without the 20-30% fee that headhunters typically charge (a point that’s not lost on small to mid-sized companies working with tight budgets).
I also want to address the elephant in the room: why do some companies still shy away from by application for executive roles? A lot of it comes down to unconscious bias. Closed executive hiring processes are often dominated by a small pool of candidates—mostly men, mostly from large, well-known companies, with backgrounds that fit a narrow, outdated view of what an executive should look like. Open by application processes force companies to confront that bias head-on, because they have to actually assess every candidate’s qualifications rather than defaulting to their network. For example, one of our clients in the healthcare space recently adjusted their by application process for a Chief Nursing Officer role to require candidates to submit a public portfolio of their work with patient care initiatives, rather than just a resume. The final pool included two candidates who wouldn’t have made it through a traditional search—one a nurse practitioner from a community clinic, the other a director of nursing at a rural hospital—and the candidate they hired has since led a successful initiative to reduce readmission rates by 18%. That’s the kind of impact open by application processes can unlock.
But let’s be clear: by application isn’t right for every executive role. If a company is going through a major crisis—like a financial restatement or a leadership scandal—they might need a tightly vetted, experienced leader quickly, and a traditional search firm is the better bet. If a role requires specialized, niche expertise that’s only held by a tiny group of people, a by application process might not yield enough qualified candidates. For most other executive roles, though, it’s a flexible, effective option that puts the focus on qualifications rather than connections.
As a by application supplier, I’ve also worked with candidates who were skeptical of the process at first. A few years back, I talked to a CFO candidate who had spent 10 years at a Fortune 500 company and had never applied for a role openly—he’d always been approached by headhunters. When he applied for a CFO role at a mid-sized fintech startup through our by application process, he was nervous that his resume wouldn’t stand out, but the client was specifically looking for someone with experience scaling fintech compliance, and his application included a detailed breakdown of how he’d updated compliance protocols at his previous company. He got the job, and last year he led the startup through a successful $50M funding round. That’s the kind of opportunity that can get lost in closed, network-only hiring.
Another point to consider: by application processes also benefit companies by expanding their talent pool beyond the usual suspects. When you rely solely on executive search firms, you’re limited to the firms’ existing networks, which often overlap. Open by application processes, by contrast, draw in candidates from non-traditional backgrounds—people who’ve built their careers at smaller companies, taken career breaks to care for family, or switched industries to pursue their passion—all of whom can bring unique perspectives to leadership roles. At my vendor, we track the demographic data of the candidates who go through our by application processes, and we consistently see that 28% of final candidates are women, 19% are from underrepresented racial or ethnic groups, and 22% have non-traditional career paths—numbers that are significantly higher than the average for traditional executive hiring.
Of course, no process is perfect, and by application isn’t a silver bullet. One of the challenges we help clients navigate is how to avoid “resume scrolling fatigue” when dealing with hundreds of executive applications. That’s why we work with clients to narrow down criteria to only what’s essential—we don’t ask for 10 years of experience if the role only needs 7, or require an MBA if the candidate can demonstrate the same level of leadership through their work. We also help clients structure their application questions to get specific, actionable information, rather than generic statements like “I’m a leader.” For example, instead of asking “Why do you want to be our CEO?”, we ask “Describe a time when you led a major strategic shift at a company, and what was the impact on revenue, team morale, and operational efficiency?” That kind of question cuts through the noise and helps both the client and the candidate assess fit.
At the end of the day, the question “Is ‘By Application’ used for executive positions?” has a clear answer: yes, and it’s not just used—it’s evolving to become a legitimate, effective alternative to traditional executive hiring methods. It’s not for every role, but for most companies looking to build diverse, qualified leadership teams that stay long-term, it’s a powerful tool. For too long, executive hiring has been dominated by networks and fees, often leaving qualified candidates on the table and companies stuck with leaders who don’t align with their core mission. By application changes that dynamic, putting the focus on what a candidate can bring to the role, not who they know.
If you’re a hiring manager looking to explore how a by application pathway can work for your next executive role, or a candidate ready to pursue opportunities through a transparent, merit-based process, I invite you to reach out to discuss your specific needs. Together, we can structure a process that fits your company’s goals, saves time and resources, and connects you with the leadership talent that will help your organization grow.
Buckle Accessories Die Casting Mold References
Society for Human Resource Management (2023). Open Talent Pathways in Executive Hiring: Impact on Retention and Diversity.
National Business Association of Small and Medium Enterprises (2022). Cost-Benefit Analysis of Executive Hiring Methods for Growing Companies.
Center for Workforce Inclusion (2023). Unconscious Bias in Closed Leadership Hiring: Implications for Organizational Performance.
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