Howard Nestler

Howard Nestler study reveals value to visibility quotient as income leverage for executives
New York, New York, August 13, 2007

Howard Nestler, CEO of Executive Options, revealed the results six-month study of the value of compensation packages for premium executives. The study revealed that compensation paid to executives relates directly to an executive’s visibility amongst decision makers in his or her sector.
“We found that the greater the visibility enjoyed by an executive, the greater the value of his or her compensation,” says Howard Nestler. “Furthermore, it was seen that an executive can increase the amount of his or her compensation by increasing one statistic; the number of CEOs and decision-makers in a sector that are aware of the executive’s accomplishments.”
Howard Nestler’s findings, released this morning to a group of industry professionals, indicate that the economic dynamics that effect a corporation’s products and services apply equally to the executive as a personal brand.
“The typical executive sees himself or herself as an employee and not as a brand,” Howard Nestler explains. “In so thinking, they deprive themselves of the brand management strategies designed to increase brand awareness and, as a consequence, brand value.”
Howard Nestler says, “Typically, executives are losing a great deal of money in the form lost earnings simply because they didn’t take the trouble to ensure that their name is synonymous with achievement in their sector of industry.”
Though it may be a forgone conclusion for the major corporations of the world, visibility as value leverage for executives is just now taking hold. 

Howard Nestler addresses the issue of “over qualified” executives seeking jobs
New York, New York, September 28, 2007

Howard Nestler, CEO of Executive Options, spoke today to a group of industry professionals and addressed the issue of executives receiving responses that they are “over qualified” when seeking their next job.
“That is a code phrase meaning that the executive is talking to someone who is not authorized to hire above a certain elevation,” said Howard Nestler. “They need to re--target their campaign to address the decision-makers appropriate to their level of operation.”
Howard Nestler points out that the schematic of corporate ownership these days is such that a company in Oklahoma may be owned by another in the United Kingdom where the decisions about upper level engagements are being made. “To approach the subsidiary in Oklahoma would likely provoke the response that one is ‘over qualified’,” Howard Nestler explained. “The lesson one should take from this is that there is no CEO in one’s industry that should remain unaware of one’s signature skills or deliverables.”
The penalty an executive pays for not understanding this is settling for a job beneath one’s capability, according to Howard Nestler. “The men and women who are highly qualified aren’t just looking for a job; they are looking for a challenge.”
Howard Nestler pointed out that ignoring such basic marketing issues can be harmful to an executive’s fiscal health.

Howard Nestler introduces Dependence Reduction concept in executive marketing
New York, New York, October 12, 2007

Howard Nestler, CEO of Executive Options, introduced today a concept program of Dependence Reduction for executives involved in a transition or job search designed to give them greater control over the process.
“The average executive involved in a transition or job search is too dependent on the actions of corporations that are in a hiring mode,” Howard Nestler observes. “They flock to these job openings along with of thousands of men and women who are competing for the same opening.”
Howard Nestler explains that the odds of a successful resolution using this approach are poorer than those offered at the gaming tables in Las Vegas. “It is largely a matter of numbers,” says Howard Nestler. “There are too many highly qualified men and women seeking a contract and relatively few openings.”
It is Howard Nestler’s experience that an executive who enjoys recognition within his or her industry sector becomes independent of this game of musical chairs. “High visibility takes a man or a woman out of that loop; they become sought after rather than seekers on the job market.”
“Sometimes,” says Howard Nestler, “the smartest thing to do is to get out of the line and walk directly to your destination. The gatekeepers will still have plenty of people to keep busy with even if you have managed to bypass them.”

Howard Nestler teaches brand articulation
New York, New York, October 19, 2007

Howard Nestler, CEO of Executive Options, today began teaching brand articulation to select, upper level executives who are seeking top-level engagements with targeted corporations. The curriculum is a highly specialized one destined for individuals with leadership qualities.
“The men and women who possess these skills aren’t always aware of how to articulate them in representation of their personal brand.” For this reason, Howard Nestler has responded to an evident need to give executives of this caliber the edge in attracting and negotiating enhanced engagements for themselves. Says Howard Nestler, “Their qualifications are worthy of an eloquent introduction.”
Howard Nestler observes that it isn’t enough for a man or a woman to possess executive skills. “They must know how to annunciate their brand qualities in a manner that will signal confidence, competence and certainty,” Howard Nestler explains. “This is not the moment for one to be fumbling for words; too much is at stake.”
Too often, according to Howard Nestler, an executive will diminish the impact of an interview by spending an inordinate amount of time on irrelevant details “It can lead one to think that he or she is lacking in a certain kind of awareness; an impression that someone seeking a top level position can ill afford to make.”
“When you rise nearer the top of your profession, more is expected of you,” says Howard Nestler, “and the decisions are typically made in favor of the quick-witted and sure-of-foot.”

Howard Nestler enumerates the ‘Passport’ abilities that can widen horizons for executives in a job search
New York, New York, August 29, 2007

Howard Nestler, CEO of Executive Options, used the occasion of a business luncheon speech to marketing professionals today to enumerate the ‘Passport’ abilities that can serve to widen the horizons for upper level executives involved in a job search.
“In seeking a new engagement, most executives offer up a chronology of their job history in the hope that it will elicit interest in them,” observes Howard Nestler. “It doesn’t.”
Howard Nestler makes the point that where you went to school or how long you remained with any particular company is largely irrelevant to the issue of creating excitement about an executive. “In fact,” Howard Nestler asserts, “offering up a chronology of engagements rather than an articulation of his or her signature skills has the subliminal implication that the executive has only an attendance record as credentials.”
Howard Nestler made it clear to the gathering that one should be marketing an intellect and not a description of past jobs.
“Every upper level executive has special skills and abilities that any corporation in any sector could make good use of,” explains Howard Nestler. “These are what I call ‘Passport’ abilities; they can take one just about anywhere.”
These typically stem from the preferences, the passions, the perspective and the personality of the executive. They add up to a combination exclusive to the executive. “When one has a product no one else can offer, let the public know about it. Nobody wins when you act as though you’re just one of a crowd.” 

Howard Nestler releases critical comparison of marketing versus conventional job search in current market conditions
New York, New York, September 12, 2007

Howard Nestler, CEO of Executive Options, released a critical analysis today comparing the effectiveness of marketing versus conventional job search methods in the current job market for upper level executives.
“When a top level executive moves onto the job market today, it is likely he or she has entered into an involuntary, de facto retirement,” says Howard Nestler. “Too many highly qualified men and women are making themselves available and rule of thumb quotes one month of job search for every ten thousand dollars of desired income. For that reason, I thought an examination of job search methods would be instructive and helpful.”
The most notable finding in the analysis was that a conventional approach tends to cut off more than eighty percent of the potential engagements for an executive. “They seek out openings ignoring the fact that there isn’t a corporation in the world that can’t use one more problem solver,” Nestler explains. “The last thing one should do is limit one’s possibilities to openings that everyone else seems to know about.”
According to Howard Nestler, the most dynamic advantage that marketing enjoys is that it causes companies to come to the executive whereas a conventional job search has the executive knocking on doors. “It’s not a very dignified approach for someone who purports to have superior skills.”
Howard Nestler’s comparative analysis is available to executives as well as those involved in professional job search companies.
“The better one is armed with knowledge,” says Howard Nestler, “the better one is able to succeed at a given activity.”  

Howard Nestler releases new survey findings on the job search expectations of upper level executives
New York, New York, August 31, 2007

Howard Nestler, CEO of Executive Options, released the findings of a survey dealing with the job search expectations of upper level executives today.
“What we discovered is that the overwhelming majority are looking for an enhancement of their compensation packages,” says Howard Nestler. “Most want to move up the corporate ladder in order to have greater authority and a substantial number want to take their skills into another sector in search of a new challenge.”
In his response to the survey results, Howard Nestler makes the point that these are not the resolutions that a conventional job search produces. “When a recruiter or head hunter is tasked with finding a national sales manager, for example, he or she will submit people who were national sales managers in their last engagement,” Howard Nestler observed. “They do not take a local sales manager and move him up the ladder as part of the submission process.”
“This is one of the reasons an upper level executive undertaking a conventional job search today may, in fact, be entering into a de facto retirement.”
Indeed, the rule of thumb for a conventional job search under prevailing marketplace conditions is that one month of job search time is required for every ten thousand dollars of desired income,
“A year and a half to two years is too long to wait for the next engagement when we’re talking of men and women who aren’t just looking for a job, but are seeking a challenge.” 

Howard Nestler and Executive Options announces administrative cost-cutting for U.S. corporations
New York, New York, July 17, 2007

Howard Nestler, CEO of Executive Options, announced today administrative cost reductions for U.S. corporations by streamlining the process with which they can acquire premium quality, management level executives. The findings are based on a three year comparison study.
“It is important for CEOs to understand that it costs their corporations a disproportionate amount of money to acquire top talent for the running of their companies,” explains Howard Nestler. “The ability to quickly find the best of the best is a savings of time and money that can have in impact on the profitability of an enterprise.”
Dealing as they do in the Law of Large Numbers, the process by which companies acquires talent becomes a lengthy and, often times, unproductive campaign that in wholly unnecessary. “The fact is that a company needs to find the executives it needs without delay. The conventional approach is imbued with a certain apathy that works against the interest of the corporation, and can even affect its share price
According to Howard Nestler, too much time and money is being spent by corporations sorting out rank-and-file level executives who are merely looking for work when their need dictates the acquisition of a stellar specification; a man or woman who is looking to meet a challenge.
“I have created a direct pipeline by which corporations with specific needs can encounter and engage premium level executives without the added time and expense attached to conventional hiring programs,” Howard Nestler states. “This is a service designed with a CEO’s imperatives in mind.” 

Howard Nestler white paper draws attention to executive branding
New York, New York, October 10, 2007

Howard Nestler, CEO of Executive Options, today published a white paper which draws attention to the dynamics of executive branding and outlines the financial advantages to ‘brand visible’ executives.
“Most executives today operate in a condition of total anonymity,” Howard Nestler observes. “They are ‘brand invisible’ perceived as rank-and-file, generic functionaries. It is little wonder so many of them feel underappreciated.”
Howard Nestler explains that, “…corporations express their appreciation for an executive in two ways; they put forth enhanced compensation offers and they delegate greater authority to the executive.” The ‘brand visible’ executives invariably enjoy both forms of appreciation, whereas ‘brand invisible’ executives are lucky to make it through the next merger or downsizing event.
“It is the responsibility of each executive to grow the value of his or her brand,” says Howard Nestler. “It is not incumbent upon a corporation to that for the executive. The greater the visibility of one’s brand, the more leverage one has in negotiating its contracts.”
Since most executives have been programmed to think of themselves as employees rather than brands, for many, this is a new way of thinking. “They need to stay with the times. Anonymity is its own punishment.”

Howard Nestler speech focuses on executive ‘illogics’
New York, New York, October 5, 2007

Howard Nestler, CEO of Executive Options, today gave a speech to marketing professionals focusing attention on the ‘illogics’ of executives involved in a job search by projecting a hypothetical analogy.
“Assume, for a moment, that a man has just been hired as a marketing director for a corporate brand,” Howard Nestler told them. “The first day on the job, he gets a bright idea; one that will change the way his company does business and get him the attention he deserves.”
Howard Nestler recounts that, “…the executive proposes that the company no longer spend money to market its products. Instead, he advises the CEO, the company should find a sort of broker who could bundle the company’s products with similar products from many other companies and who would present the bundle to the consumer who could choose a product from the bundle.” The man claimed that, instead of paying marketing fees, all the CEO had to do was keep his fingers crossed and hope the consumer selected their product from the bundle.
Of course, the hypothetical marketing director was relieved of duty on the spot. “It was immediately apparent to the CEO that there was no logic to support the executive’s proposal and that the man had no understanding of how to increase the value and demand for a product.”
But, Howard Nestler points out, that is exactly how ninety percent of executives market themselves when looking for a job. “They need to fire themselves on the spot and engage a marketing director who understands how to increase the value and demand for themselves.”

Howard Nestler releases data on executive salary enhancements
New York, New York, September 26, 2007

Howard Nestler, CEO of Executive Options, today released data on the valuation of executive salary enhancements. The results of a study, which focused on upper level management positions, revealed two distinct classes of salary offerings.
“It was found that there are two classes of upper management level executives,” says Howard Nestler. “There are those who are paid for what they do and those who get paid for who they are.”
Howard Nestler draws focus on the fact that a majority of executives are all but anonymous amongst the decision-makers in their industry sector. “This puts them at a great disadvantage with regard to salary enhancements,” Howard Nestler explains. “These men and women are being paid only for what they do, thereby losing a lot of money in unearned income owing to their lack of visibility. Visibility within a sector to an executive is what brand awareness in the marketplace is to a product.”
There are a number of reasons a highly visible executive is paid more than his or her anonymous colleagues, according to Howard Nestler. “The most obvious is because of the effect such an executive has on the corporation’s share price when they sign on.”
“It is always about the bottom line,” says Howard Nestler. “Seeking discounts on lesser known executives while paying premium prices for the attention-getters makes sense.”

Howard Nestler releases marketing advisory concerning intellect versus chronology
New York, New York, September 19, 2007

Howard Nestler, CEO of Executive Options, released today a new marketing advisory for the industry which challenges the practice of using chronological employment data as credential and argues for a focus on intellectual capacity and experiential perspective as a more effective alternative.
“No man or woman can be fully appreciated and valued when they are reduced to an abstract specification,” says Howard Nestler. “But this is exactly the function of a resume; it reduces one to a low common denominator and a generality. If this were done to us verbally by a stranger, we’d take offense.”
Indeed, a resume does seem to expressly ignore those qualities that will ultimately cause a company to hire the executive by focusing on a timeline of engagements. “There is a fundamental difference between the objectives of an executive looking for a challenging engagement and someone who will be satisfied by merely finding a job,” Howard Nestler explains. “The higher one’s expectations and the more specific one’s imperatives, the greater the need to market an intellect rather than a chronology.”
Howard Nestler’s advisory is likely to cause a certain amount of controversy with claims that resumes are easier to catalogue and file, to which Howard Nestler replies, “No upper level executive wants to be catalogued and filed; he or she wants to be hired for their specific deliverables.”
“Executives cannot wait until they meet with CEOs to reveal their capabilities,” says Howard Nestler. “Proceeding on that basis will only ensure an early retirement masquerading as a job search.”

Howard Nestler launches newsletter by drawing attention to the negative positioning statements contained on a resume
New York, New York, August 24, 2007

Howard Nestler, CEO of Executive Options, has launched a newsletter today that draws attention to the negative positioning statements implicit on an executive’s resume.
“The resume has long been the default instrument for categorizing employees,” writes Howard Nestler. “Everyone from a teller at the local bank to the CFO of a healthcare services company has been reduced to a specification by a resume.”
Unfortunately, the resume tends to obscure an individual’s capability by characterizing him or her as a chronology of events beginning with school and describing a series of engagements. Howard Nestler writes, “It creates a seventieth percentile perception of the executive that does not discern or articulate the value proposition that he or she presents.”
This is especially crucial given that executives in the upper half of the management spectrum must be chosen for capabilities that aren’t evident from the collection of data fields on a resume.
“The first and foremost statement made by a resume is that the individual is out of work and looking for a job,” writes Howard Nestler in the newsletter. “Whether or not it is true, that’s no way to market a premium product.”
Among the other negative statements outlined by Howard Nestler is the fact that a resume cloaks the executive in the guise of rank-and-file, “…the very last thing an executive wants thought of him or her.”  

Howard Nestler releases new findings today on current job market
New York, New York, August 6, 2007

Howard Nestler, CEO of Executive Options, announced today his findings from a study of the current job market as it pertains to upper management positions. The findings take into account a three year comparison of jobs opportunities for executives operating in the upper half of the management spectrum.
“What we found is that the job market, as it currently presents itself to premium executives, is glutted with extraordinary talent,” says Howard Nestler. “A company looking for talent has so many choices that it is almost overwhelming.”
Howard Nestler’s findings, made available today to industry professionals, indicate that this ‘market glut’ is the result of a significant number of Baby Boomers prolonging their careers at an age when their parents were contemplating retirement.
But, according to Howard Nestler, this excess of talent has not resulted in a pronounced benefit to companies seeking to fill management positions. “The typical job search is conducted at the seventieth percentile, which is to say in a rote fashion and without much conceptual thinking, Howard Nestler explains. “Resumes are analyzed for points of recognition that seldom translate into an understanding of a candidate’s capabilities.”
In summing up the study’s conclusion Howard Nestler states, “The typical job search benefits neither the candidate nor the company, as it leaves too much to chance. It’s time that executives understood how to market themselves in the same manner as political candidates and film personalities who know how to create a demand for their services.”

Howard Nestler introduces ‘relief pitcher’ concept for marketing executives in Q4
New York, New York, September 5, 2007

Howard Nestler, CEO of Executive Options, has introduced today the ‘relief pitcher’ concept for marketing executives in the fourth quarter of the business year.
“We’ve discovered that corporations have an increased focus on year-end goals at this time,” says Howard Nestler. “Most want to ensure that quotas are met and this often means calling in outside talent in the same way that you see a coach signaling to the bullpen for a relief pitcher in the late innings.”
In reviewing the response to his recent survey, Howard Nestler observes that the current climate in the business world has placed increased expectation upon CEOs who are under pressure to surpass established goals rather than meet them. “This creates a time of increased effort and an executive whose name is synonymous with achievement stands to be called upon with an offer that is commensurate with the corporation’s urgent need instead of being factored to the category of his or her most recent job description.”
The main objective of every upper level executive should be to create a brand value rather than a generic value for the services he or she offers.
“By conducting a conventional job search at this time of year,” says Howard Nestler, “a man or woman cannot expect to see results before well into next year.”
Accordingly, Howard Nestler has launched the ‘relief pitcher’ program that is intended to solve problems faced by corporations at this time of year and to accelerate the placement of qualified executives. 

Howard Nestler proposes cost-saving ‘Executive Acquisition’ program for corporations
New York, New York, September 21, 2007

Howard Nestler, CEO of Executive Options, proposed today a cost-saving ‘Executive Acquisition’ program to help corporations accelerate the acquisition of upper level executives and reduce unnecessary administrative costs.
“Corporations are dealing with the Law of Large Numbers,” says Howard Nestler. “The idea is that if they process enough people, they stand to end up with the talent they require. Unfortunately, it is a process that extends the time and expenditure needed to fulfill hiring needs without effectively ensuring the desired results.”
Howard Nestler points out that this is especially crucial when dealing with executives in the upper half of the management spectrum. “These are the men and women a corporation relies upon to remain competitive and profitable,” Howard Nestler explains. “The longer it takes a company to fill a position with such an executive the less productive they have been during that period.”
The ‘Executive Acquisition’ program will be made available to a select number of companies in various industry sectors. “This is a high priority application designed for corporations that stand to make an inordinate gain from the immediate acquisition of the right talent.”
“This is about the bottom line,” says Howard Nestler. “Quick acquisition of the right talent can make the difference between profit and loss.”

Howard Nestler urges global view for local job searches
New York, New York, September 14, 2007

Howard Nestler, CEO of Executive Options, spoke to a gathering of marketing executives today and caught them off guard by urging a global view even for executives embarking on a local job search.
“When an executive launches into a search for a new engagement, most of them are looking locally for about eighty percent don’t want to relocate,” says Howard Nestler. “Their instinct is to conduct a search of local companies for openings. That is why they can go twelve to eighteen months without finding what they want.”
Howard Nestler explained to the assembly that, in today’s corporate world, companies in Seattle can be owned by corporations in Germany or Denmark where the important decisions are made. “A failure to understand this means that a highly qualified executive will be looking at jobs that are far beneath his or her capability,” Howard Nestler explains. “If the decision makers are in Paris or Rome, it does no good to promote locally since that isn’t where major decisions are being made and only lower level positions are on offer.”
Howard Nestler understands that it would seem counter-intuitive to market an executive in London in order to attain a position in Chicago. “It is, however, the way corporations are structured and owned these days. One must confront the world as it is today and not as it used to be.”
“The business world will continue to evolve,” says Howard Nestler. “An executive who doesn’t do likewise will be left behind.”

Howard Nestler warns against panic promotion during upcoming holiday season
New York, New York, September 7, 2007

Howard Nestler, CEO of Executive Options, has warned against what he terms panic promotion during the holiday season when many executives will accept jobs for which they are over-qualified.
“No one wants to be without a proper engagement during the holiday period,” explains Howard Nestler. “However, too many men and women will accept a position that betrays their standing and capabilities and thus create the perception that they are working their way down the corporate ladder.”
Howard Nestler likens the corporate world to the military in a certain respect. “When someone remains too long in the rank of Major, it is likely they will finish their career holding that rank; when a progression of rank ceases, so do the prospects for one’s future. When one reverses direction and takes a lower rank, the career is all but over.”
The most effective way to avoid panic promotion and the ‘lower rank’ it is like to bring about for an executive is, according to Howard Nestler, “…to maintain an astute and effective marketing campaign throughout one’s career.”
Howard Nestler points to the fact that even Coca-Cola must market constantly to maintain its position in the marketplace and so must an executive.
Panic promotion is always too little too late and, more often than not, will be counter-productive given the results it is likely to generate. 

Howard Nestler bulletin equates executive ‘brand awareness’ with survival
New York, New York, October 3, 2007

Howard Nestler, CEO of Executive Options, today issued a national bulletin to marketing professionals and executives alike which equates awareness of an executive’s personal brand with his or her ability to survive consolidation, downsizing and the current glut of top specification competition on the job market.
“The moment that an executive manages to stop thinking as an employee and start thinking as the brand management strategist for their own personal brands, the world and everything it has to offer changes,” says Howard Nestler. “The fact that most executives operate in a condition of total anonymity within their industry is evidenced by the fact that they don’t have a continuous flow of enhanced offers coming to them even though employed.”
Howard Nestler makes the point by citing the net financial position of the particularly well-managed corporate brand Ferrari: 213 million Euros in 2006 compared to 13 million in 2005. “When an executive’s net financial position fails to improve year after year owing to a flat-lining compensation, it is the most obvious symptom of an anonymous brand,” Howard Nestler explained. “The lesson here is that high visibility can bring rewards that merely working harder can never achieve.”
Howard Nestler observes that most executives understand these principals as they apply to their corporation’s products and services. “However, they assume a default approach to securing their futures by adding their resumes to the millions of others in circulation hoping for the best.”
Howard Nestler points out that survival as an executive in today’s job market is akin to the survival of a relatively unknown company, “Visibility is the key to survival.”

Howard Nestler draws attention to the ‘back-to-school’ myth for executives in a speech to professional marketers today in New York
New York, New York, August 22, 2007

Howard Nestler, CEO of Executive Options, focused attention on the ‘back-to-school’ myth for executives in a job search mode today in a speech given from New York City to a group of professional marketers scattered around the nation.
“It is a popularly held notion that an executive looking for his or her next corporate engagement can take the summer months off and address the next employment possibilities come September in the manner of children going back to school,” says Howard Nestler. “While it may be true that people will want to go to work at that time, the time to ensure that occurring is in June or July, not September.”
Howard Nestler emphasizes that, though marketing can bring offers to a qualified executive faster than a conventional job search, it is still important to plan for the interval between cause and effect; the time between the distribution of an executive’s campaign and the appearance of  offers of employment.
“Since marketing an intellect, rather than a description of one’s last job, elicits offers from a wider horizon of companies and even sectors, it is important for the executive to allow time for due consideration of these offers,” Howard Nestler explains. “It may be time for that man or woman to move into a field of endeavor they hadn’t previously considered.”
Howard Nestler says, “At a certain level, an executive’s skills and abilities can serve as passports into almost any sector that they find interesting.”
Avoiding the ‘back-to-school’ mindset does not mean foregoing a vacation. “A professional marketer is a team member working for an executive; even one who is on vacation.” 

Howard Nestler offers executives enhanced marketing
New York, New York, December 5, 2006

Howard Nestler, CEO of Executive Options, has been working with premium executives for twenty-six years to provide marketing campaigns designed to attract high-line job offers. It is Howard Nestler’s contention that an astute marketing campaign can produce more satisfying results for premium executives than the alternative of relying on a pro forma resume. “Using a resume, a man or woman can wait months and still not find an engagement that is satisfying,” Howard Nestler observes, “whereas a good marketing campaign will open up horizons and create a more fulfilling future for executives and their families.”
Howard Nestler points out that a resume seldom articulates the leadership qualities and unique skill sets that reside in a premium executive. Therefore, when a man or woman with superior skills resorts to the use of a resume, he or she will very often find themselves undervalued or, worse, ignored. With so many people to sort through,” Howard Nestler asserts, “a corporation can spend an inordinate amount of time looking for the right individual and still not find the talent they are trying to find. That’s why I create campaigns that immediately separate an executive from the crowd and mark him or her as uniquely skilled.”
Howard Nestler believes that just getting a job falls short of the mark. “I believe that every CEO in an executive’s sector should be aware of his or her talents. That kind of recognition creates a landscape of interest in the executive that he or she can navigate into at will.” 
Recently, Howard Nestler has analyzed the job market to find that it is glutted with potential candidates, in part owing to a significant number of Baby Boomers who are not inclined towards retirement. “With so many people to sort through, a corporation can spend an inordinate amount of time looking for the right individual and still not find him or her. “That’s why an astute marketing campaign can produce more satisfying results.”
In response to his findings, Howard Nestler is offering an enhanced marketing program to premium executives across the nation. 

Howard Nestler launches Sector Resonance program
New York, New York, October 17, 2007

Howard Nestler, CEO of Executive Options, today launched his new program named Sector Resonance designed to help an executive seeking an engagement in a particular sector other than one he or she has already inhabited.
“The skills and abilities of an upper level executive can serve as passports into new and different industry sectors,” Howard Nestler observes. “Their expertise makes them transferable but a conventional approach will act as a barrier to such a change.”
Howard Nestler explains that each industry has its own issues and concerns. “The candidate needs to resonate these as a way of signaling his or her intent to engage in a particular sector,” says Howard Nestler. “This is easily done in an astute marketing campaign.”
Sector Resonance would have the opposite effect of a resume, which tends to pigeonhole an executive in a very narrow zone of operation. “Most executives want to move up the corporate ladder; this is often accomplished by moving into another arena where one is more highly valued.”
“When you can manage and motivate people,” says Howard Nestler, “there is no corporation that wouldn’t be interested in you. It becomes a question of where one would most like to work.”