Senior recommenders often know the candidate well but do not have every result, date, and selection criterion at hand. A compact evidence packet restores that context without scripting their judgment.
Define the decision
Start with the target role, promotion level, board mandate, appointment criteria, submission process, and deadline. Explain why this recommender’s vantage point is relevant.
Document scale and contribution
- Team, budget, geography, portfolio, or operational scope
- Baseline problem and constraints
- Candidate’s specific decision or influence
- Measurable or observable result
- Stakeholders affected
- What the writer directly observed
Include leadership beyond results
Provide reminders about talent development, ethical decisions, cross-functional alignment, crisis response, or long-term capability building. Senior selection decisions rarely turn on output alone.
Redact before sharing
Remove confidential client, employee, board, deal, security, and financial information unless its use is authorized. A sanitized but specific example is better than an impressive disclosure the writer cannot safely repeat.
Give the recommender the target decision, scale, evidence, and leadership context—then let their independent judgment determine the endorsement.
Keep the executive recommendations requirements in view.
Executive and employment references are not governed by one universal portal. Follow the destination’s prompt, your organization’s reference policy, and confidentiality rules. Use approved contact channels and disclose only information you are authorized to share.
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