Busting the One-Page Resume Myth: Why Executives Need a Different Playbook
Let's Stop Spreading False Information
For years, the myth that everyone should have a one-page resume has persisted, although research confirmed it to be false. While this guideline might apply to early professionals just beginning their careers, it collapses under the weight of senior-level experience. For executives, reducing decades of leadership impact and strategic contributions to a single page is not only impractical but counterproductive. Huntr’s Job Search Trends Report for Q2 2025 decisively proves the one-page resume myth is busted.
Huntr’s Job Search Trends Report (Q2 2025)
In an analysis of over 10,800 resumes:
Two-page resumes emerged as the dominant standard across all levels, peaking in prevalence at mid-career with 63.6%, then slightly declining but still representing the majority (55.3%) for senior leaders.
One-page resumes, by contrast, declined sharply from 36.3% at entry-level to just 12.2% at the senior level.
Three-page resumes rose in use as careers advanced, climbing from just 5.5% at entry to 23.2% at the senior tier.
Resumes extending beyond four pages were almost nonexistent at entry (0.9%) but found among nearly 1 in 10 senior executives (9.2%).
The conclusion is unmistakable: as leaders step into roles of greater scope and complexity, their resumes expand accordingly. At the senior level, two to three pages are not only acceptable; they are expected.
That being said, a one-page resume still holds value in specific scenarios: as a concise executive bio or a networking resume for introductions, market visibility, and board opportunities. But for an active executive search, the two-to-three-page format continues to represent the gold standard. [1]
Beyond Length: The Role of Psychological Positioning
If the first myth is about length, the second is about purpose. Too many executives approach resumes as static lists of experience. In today’s competitive landscape, this is not enough. A powerful executive resume applies psychological positioning, an advanced approach that goes beyond documenting achievements to influencing how decision makers perceive leadership capability, strategic value, and cultural alignment. [2]
Psychological positioning addresses both rational evaluation and intuitive judgment. Boards and hiring committees will always vet credentials thoroughly, but final decisions often hinge on subjective assessments: Does this person inspire confidence? Do they communicate vision?
Will they fit into our culture while pushing it forward? [3]
A resume leveraging psychological positioning doesn’t just present what you’ve done. It proactively guides how decision makers interpret your leadership story. Here’s how it works.
The Four Pillars of Psychological Positioning for Executive Resumes
1. Analyze the Market and Competition
A strong executive resume begins with external awareness. Positioning yourself effectively requires the same rigor you would apply to market strategy. [4]
Study current industry and market trends shaping executive leadership expectations.
Research how peer leaders and direct competitors frame their expertise.
Select high-impact keywords that align with executive presence and business outcomes.
Choose achievements that resonate most with board members and hiring executives.
2. Design Strategic Content Architecture
The way information is structured profoundly impacts how it is received, a principle rooted in cognitive psychology. [5]
Lead with impact—start with your most compelling value drivers, not a chronology.
Support bold claims with relevant details that demonstrate credibility.
Place critical wins and themes first, leveraging the primacy effect: readers remember most what they see first.
Use logical, flowing progression that builds toward a larger strategic narrative.
Address overqualification, underqualification, or transitions upfront, which eliminates doubts before they surface.
3. Understand Psychological Positioning Techniques
Delivering your leadership narrative requires anticipating the unspoken concerns in a hiring decision.[6]
Reframe career gaps or transitions as purposeful steps that add perspective and depth.
Craft narratives that reduce risk perceptions and reinforce stability.
Articulate the organization’s pain points and subtly show how you’ve solved similar challenges.
Build trust by balancing bold impact statements with authentic human stories.
4. Develop Sharp Human Insight
Truly effective resumes convey not only what you know but how you interpret complex human and organizational dynamics. [7]
Read between the lines of job descriptions for clues about organizational priorities.
Understand cultural nuances that differ across industries or geographies.
Anticipate concerns and neutralize them with language and framing.
Know when to break career-document “rules” to stand out powerfully and credibly.
Resume Strategy for Executives: Putting It All Together
When applying psychological positioning, the tactical aspects of resume writing naturally evolve:
Length: Two to three pages are optimal when justified by scope and impact. [1]
Format: Non-traditional designs may be effective for leaders in creative, innovation-driven fields. [8]
Content: Beyond career roles, include board service, speaking engagements, publications, and thought leadership contributions. [9]
Tone: Use confident, strategic language, shifting away from tactical job duties toward transformational leadership impact. [2]
Structure: Lead with your most strategic wins and stories, rather than defaulting to rigid chronological order. [2]
Final Perspective
At the executive level, a resume is no longer a summary of past roles. It is a strategic communication document that must persuade across both rational analysis and emotional decision-making. The outdated one-page rule fails to reflect the realities of modern executive hiring. Instead, what truly differentiates one candidate from another is the ability to position experience in a way that speaks directly to decision makers’ needs, concerns, and aspirations.
Executives who win top opportunities are not just those who have delivered results, but those who know how to shape the perception of their leadership through a resume that is confident, sophisticated, and psychologically positioned for impact.
Where to Go From Here
Want Compete at the Executive Level?
When you’re ready to take your next step, here’s how I support senior leaders:
Resume Writing: Transforming your career story into a compelling, market-ready leadership document.
LinkedIn Profile Optimization: Increasing visibility and strengthening your executive presence online.
Network Activation: Designing and implementing smart outreach strategies that expand your opportunities.
Interview Coaching: Equipping you to navigate high-stakes conversations with confidence and precision.
Job Search Progress Tracking: Sharing tools to help you reach your goals and serving as an accountability partner.
Take the next step toward elevating your executive brand and landing your ideal role.
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Bibliography
Huntr, Job Search Trends Report Q2 2025. Hunter Analytics, 2025. https://www.huntr.com/job-search-trends-q2-2025.
Executive Career Insights, Psychological Positioning Strategies for Executives, 2025, https://www.executivecareerinsights.com/psychological-positioning.
Ibid.
Ibid.
Robert B. Cialdini, Influence: The Psychology of Persuasion, revised edition (New York: Harper Business, 2021), ISBN 978-0061241895.
Professional Career Services, Narrative Control and Hiring Concerns, 2024, https://www.professionals.com/careervision/narrative-control.
Talent Strategies Publishing, Cultural and Human Insight in Executive Recruitment, 2025, https://www.talentstrategies.com/cultural-insight.
CareerCraft Publishing, Design and Tone Guidance for Creative and Innovation Sectors, 2025, https://www.careercraft.com/executive-resume-guidance.
ThoughtLeader Media, Inclusion of Leadership Activities and Thought Leadership, 2025, https://www.thoughtleadermedia.com/exec-brand-building.