You’ve just stepped down as a CEO and are eager for your next challenge. Should you tell the world with LinkedIn’s green “#OpenToWork” banner on your profile photo? Not so fast. For senior executives, announcing availability isn’t as simple as toggling a feature; it’s a strategic decision that can shape perceptions of your reputation and influence.
LinkedIn reports that using the badge can double inbound recruiter messages. But while it may help mid-career professionals seeking visibility, many executives remain cautious about how the signal lands at the top tier. Here’s why that green banner may be misinterpreted in the C-suite, how the executive job market truly works, and smarter ways to make yourself discoverable.
The Risk of Misinterpretation
The “Open to Work” banner is designed to broadcast availability. But at the executive level, it can unintentionally send the wrong message.
Recruiters and hiring managers have voiced concern that the green ring can signal desperation or diminished stature. One former Google recruiter even called it a “red flag,” arguing that it makes leaders look as if they would accept any role, rather than being in demand. Other search professionals suggest that openly advertising you are job-hunting can come across as “grasping,” advising executives to use private recruiter-only settings instead.
Beyond stigma, there’s a branding risk. When you wear the banner, your profile can shift from being about your achievements and leadership to being about your need for a role. That shift may overshadow your value proposition. In some cases, executives using the tag have also reported increased spam or even targeted scams.
To be fair, the badge isn’t always detrimental. During periods of mass layoffs, candidates who used it sometimes performed better in interviews, and LinkedIn promotes the feature as a tool to mobilise one’s network. Still, perception matters. If decision-makers in your sector interpret the banner as a distress signal, the benefits may be outweighed by the unintended message it conveys.
The Executive Job Market Is Different, and Changing
Another reason executives should approach displaying “Open to Work” with caution is that the senior job market doesn’t operate like the mid-level one. At the top, roles have long been filled quietly through search firms, private networks, and discreet referrals. Studies suggest that as many as 70–80% of positions are never publicly advertised, and this “hidden job market” is most pronounced at the C-suite.
Yet this closed model is beginning to evolve. New, data-driven approaches are making leadership opportunities more transparent and accessible, creating alternative pathways for senior talent to be discovered without relying solely on insider circles. For executives, that means visibility is becoming more nuanced; it’s about being present in the right networks, conversations, and platforms that decision-makers trust.
Even so, how leaders signal their availability still matters. A green banner can invite unnecessary speculation about the nature of their exit and risk overshadowing their achievements. Was it voluntary? Was there an issue?. In that context, a public “Hire me” signal risks diluting the executive’s brand, when the focus should remain on the value they bring to the next opportunity.
Better Ways to Signal Availability
The good news is that there are subtler and more effective ways for executives to remain visible and approachable without compromising their brand:
- Use recruiter-only settings. LinkedIn allows you to show availability exclusively to recruiters, which increases your chances of surfacing in searches without broadcasting it to your entire network.
- Tap your network privately. Discreet outreach to trusted colleagues, board members, mentors, and industry peers is often the fastest way to hear about opportunities. These conversations allow you to frame your availability positively, “seeking the next challenge,” rather than reactively.
- Engage with executive search firms. Establishing or refreshing relationships with retained recruiters ensures you’re on the radar for relevant opportunities. Most senior placements happen through these firms, often with passive candidates who weren’t visibly looking.
- Polish your personal brand. A refreshed LinkedIn profile, combined with publishing thought leadership content or commenting insightfully on industry trends, signals that you’re engaged, relevant, and available for dialogue, without explicitly saying so.
- Stay active in professional circles. Speaking at conferences, contributing to associations, or taking on advisory or board roles keeps you present in leadership conversations and naturally attracts inbound interest.
These strategies project confidence and competence. They encourage potential employers to approach you, not because you announced availability, but because your presence and expertise make you too compelling to overlook.
Conclusion
For executives, being “findable” and being “seen as searching” are not the same thing. The most successful leaders protect their reputations by ensuring they are always in demand, even while open to opportunities.
That doesn’t mean being evasive. It means framing your availability as choice-driven, “I’m ready for the next challenge,” rather than need-driven. In practice, that often means forgoing the public OpenToWork banner in favour of networking, recruiter engagement, and thought leadership visibility.
Ultimately, the decision is personal. Some executives do use the badge and land excellent roles. But the risks of misinterpretation at the C-suite level are real. In an environment where credibility and trust are paramount, less is often more. By signalling availability strategically, you protect your leadership brand and position yourself not as a candidate seeking rescue, but as a high-value leader ready for the right opportunity.
