Dedicated executive job search assistants
An expert assistant finds the right roles, tailors every resume and cover letter, and submits each application for you. You decide. You interview.
Your assistant ✓ Dedicated to you
Researching, tailoring and applying this week
Head of Product, Platform
Northlight Health · New York
VP Operations
Fairbourne Group · Hybrid
Finance Director
Front Range Water · Denver
Done for you
A good job search is dozens of hours of research, rewriting and form-filling. Hand it to an expert assistant who does it properly, and keep control of every decision that matters.
Your choice of approval
Approve every application yourself, or let your assistant approve roles that pass a detailed ATS and resume-fit score against your agreed criteria. You choose at onboarding and can switch at any time.
Your assistant does
You do
Most recruiters are paid by employers to fill roles. Reverse recruiting turns that around: you hire us to run your search, so our attention is on your goals, not someone else's vacancy.
Your criteria, written down
Roles, locations, salary floor and exclusions are agreed in writing before the search begins.
Nothing invented
Drafts only use experience you can evidence. Gaps are shown as gaps.
Visible activity
Every application is recorded with what was sent, where and when.
Your approval, your way
Approve every application yourself, or let your assistant approve roles that score well against your criteria.
Why people hand it over
The difficult part is rarely knowing what you want. It is finding the time to do the searching, form-filling and record-keeping well.
Roles are spread across boards, company sites and recruiters, each with different filters and alerts.
How we respond: Your assistant searches all of them against one agreed brief and explains why each role made the shortlist.
Every applicant tracking system asks for your history in a slightly different shape.
How we respond: Your assistant completes and submits the applications for you, from your approved profile.
Rewriting a resume and cover letter for each role is slow, and versions quickly drift out of step.
How we respond: Every application is tailored by your assistant from one master resume, with changes highlighted and facts kept intact.
Spreadsheets, inboxes and memory rarely add up to a clear picture of the search.
How we respond: One activity record and a weekly report that keeps what happened separate from what we suggest.
How it works
At every stage it is clear what your assistant does and what you decide.
STEP 1
A strategy conversation about where you want to go next, what you will and will not consider, and what your experience already proves.
STEP 2
Role titles, seniority, locations, remote preference, salary floor if you choose to share one, and employers you never want approached.
STEP 3
For each shortlisted role, a tailored resume and cover letter that put your most relevant experience first.
STEP 4
Your assistant completes the forms and submits each application, so you are not filling in the same details again and again.
Your choice of approval
Approve every application yourself, or let your assistant approve roles that pass a detailed ATS and resume-fit score against your agreed criteria. You choose at onboarding and can switch at any time.
STEP 5
A clear weekly report that separates what happened from what your assistant suggests changing.
What you see
You never wonder what is happening. Every role, every application and every response is in one place, prepared and kept up to date by your assistant.
01
Your decision: You sign off the brief
02
Your decision: You pick which go forward
03
Your decision: You approve, or your assistant does within your criteria
04
Your decision: You accept or decline changes
Switch profiles, open a role, approve an application. Everything resets.
Interactive demo — sample data
Inputs
Only what you provide and confirm: your resume, call notes and agreed brief.
Outputs
A shortlist with fit notes, tailored applications and a weekly report.
Your control
You correct, flag or decline anything. Every change is logged.
This demo uses fixed sample data. Nothing you click is stored or sent.
Agreed preferences
3 sample roles shown, ordered by alignment with the agreed preferences.
Head of Product, Platform
Northlight Health · New York · Hybrid
Salary: $190,000 – $215,000
Platform pricing ownership matches your packaging redesign at Larchway.
Group Product Manager
Kestrel Payroll · Remote (US) · Remote
Salary: Not listed
Self-serve activation focus mirrors your onboarding launch at Ferngate.
Preference conflict: Salary not listed. Kept on your shortlist and flagged so you can decide.
Head of Product
Ardent Mobility · New York · On-site
Salary: $185,000
Seniority and title match; on-site working conflicts with your preference.
Preference conflict: On-site, five days a week. You asked for remote or hybrid.
Open the application marked Ready for review to see what changed, what was preserved and what was left out. Approving here only changes this demo.
Nothing here yet
All applications, including the interview card, are fictional sample data. They are not results for any real client or company.
Monday to Sunday, sample week 3 of a fictional search.
Keep roles without listed salaries, flagged for you
Instead of setting these aside, show them on your shortlist with a clear “salary not listed” label.
Based on one week of sample activity. This is a small sample, so it is a suggestion for you to consider, not a conclusion.
Reviewed 18 new openings; 4 shortlisted, 2 excluded by employer list.
Wrote fit notes for the 4 shortlisted roles and sent them to you.
Flagged one role as unsuitable: “too close to my current team”.
Submitted 3 approved applications; records saved.
Reviewed 24 new openings; 4 shortlisted.
Submitted 2 approved applications; weekly report prepared.
Why a person
Auto-apply tools promise volume. A senior search needs judgment, so every step is done by your assistant.
What your assistant does
Here is what your assistant does for you, what you give them and what you get back.
01
Your assistant gets to know your career, your goals and your non-negotiables, and writes them down as a brief you both work from.
Control: You sign off the brief before the search starts.
02
Your assistant searches job boards, company career pages and recruiter listings so you do not have to.
Control: Flag any role that is wrong for you; the brief is updated.
03
Every shortlisted role comes with a short note: what the employer wants, where you clearly match and where you do not.
Control: You decide which roles go forward.
04
Each application is tailored by a person who has read the role. Employers, dates, titles and qualifications are never changed.
Control: Missing experience is noted as a gap, never invented.
05
Your assistant completes the application forms and submits them, checking your exclusion list and history first.
Control: Nothing goes to an employer you have excluded.
06
A readable summary of what was done and what came back, with suggestions kept separate from the facts.
Control: Suggestions only take effect if you accept them.
Job research
Your assistant finds relevant openings across job boards, company sites and recruiters, and shortlists the ones that fit your brief.
Resume and cover letter tailoring
Tailored for every application from your real experience, with every change shown and every gap stated plainly.
Applications done for you
Forms completed and applications submitted within your authorization, with a complete record of what was sent.
Weekly reporting
A regular report and a named assistant who can explain what happened and why.
Client control
The search runs on criteria you set explicitly. Change them whenever you like, and flag any match that is wrong so the criteria improve.
When a role has no salary listed
Many adverts do not include pay. Filtering can only use what is published, so instead of silently dropping these roles or pretending to know the figure, they are kept and clearly labelled “salary not listed” for you to decide. You can ask for them to be set aside instead.
Search criteria
Sample
Client stories
Every story is published with the client's permission. Outcomes are only stated where they can be substantiated.
“I was spending every evening searching for jobs and filling out applications. YourNextRole took that pressure off my plate, so I could focus on preparing for interviews.”
James Mitchell · Senior Software Engineer
“The biggest difference was relevance. The opportunities reflected my experience, salary expectations, and where I wanted to take my career.”
Sarah Bennett · Marketing Director
“I wanted to make a career move, but managing a job search alongside a full-time role felt overwhelming. Having a team keep things moving made it manageable.”
Daniel Carter · Operations Manager
“I could see the opportunities, review applications, and track progress in one place. I finally felt organised and in control of my search.”
Emily Parker · Financial Analyst
“The combination of AI and personal support made the experience feel tailored to me. My applications highlighted the experience that mattered for each role.”
Michael Reynolds · Senior Project Manager
Choosing an approach
Each approach suits different people. Many professionals run an excellent search themselves; this comparison describes who does the work, not outcomes.
Pricing
Choose your weekly volume. We quote every search individually on your strategy call, so you only pay for the support you need.
Recommended for a targeted search in a defined niche, sector or set of employers.
Up to 40applications a week
Priced for your search. We quote on your free strategy call and confirm it in writing. You only pay once you have agreed it.
Recommended for a broader search across several role types, sectors or locations.
Up to 60applications a week
Priced for your search. We quote on your free strategy call and confirm it in writing. You only pay once you have agreed it.
Is this right for you?
We would rather tell you early if another approach would serve you better.
Not ready to talk yet?
What to decide, prepare and track before you send a single application. No sign-up needed.
Read the checklistFAQ
You do. Reverse recruiting means the candidate is the client. We are not paid by employers to fill roles, so our job is to represent your interests in your search.
Pricing is tailored to each client. Choose up to 40 or up to 60 applications a week. On your free strategy call we discuss your seniority, target market and the support you need, then send a written quote. Quotes are in US dollars (USD). Billing is weekly, the minimum commitment is one week and there is no success fee. You pay nothing until you have agreed the quote.
Only if you ask us to. At onboarding you choose: approve every application yourself, and your assistant waits for you, or let your assistant approve roles after a detailed ATS score and resume-fit score against each job and your agreed criteria. Either way nothing goes to an employer you have excluded, and you can switch at any time.
A dedicated executive job search assistant who handles your search from start to finish and is your point of contact. You meet them at onboarding, and they stay with you for the whole search.
No. Your assistant works only from your approved master profile. Employers, dates, titles and qualifications are never changed, missing experience is noted as a gap, and you see every change before an application is used.
No. Hiring decisions are made by employers. We can make your search more focused, consistent and visible; we cannot promise an outcome, and you should be wary of anyone who does.
A free strategy call to talk through your goals. Scope, price and terms are set out in writing before you commit to anything.