英文版本，请见下方。

我叫马克•韦曼，过去11年中我经营着一家关注于游戏和高科技领域的猎头公司。我审核过20000份简历，代表过1500位候选人，还成功地安排过超过600个职位。薪酬从十万美元开始；去年我安排了8个薪酬过百万美元的职位。我安排的职位的平均薪酬是两百到三百万美元。

那么，顶级主管对于工作的要求到底是什么呢？我们就打开天窗说亮话——这是个卖方市场。主管人才市场是很紧缺很紧缺的。现在，是我从业11年来碰到过的最紧缺的状况。所有优秀的主管都找到了薪资可观的工作，并不想流动。这是我挑选出的A级主管在职位搜索时会寻求的5大特性。

机会，而不是钱——就我的经验而言，B级主管关注于钱。他们会从汽油补贴到免费干洗，一条条列出他们的薪资福利要求。别搞错，对整体而言，薪资福利是很重要的组成因素。但是，顶级主管更注重机会。我的大部分钱都是从一家上市了的公司和一家被IBM收购了的公司赚到的。这不是权益报酬和递延报酬吗？

薪资高于市场价——虽然钱不是最重要的因素，但房租还是要付的。每个告诉你钱不重要的人——都没什么钱。顶级主管为那些薪资高于市场价的公司工作。不是市场价，也不是低于市场价，而是高于市场价。如果你只出低于市场价20%的价格，你不会雇到什么人才的。

吸引人且蒸蒸日上的公司——面对现实吧，一些公司（以及一些产业！）正以火箭般的速度发展，而另一些公司正急剧下滑至谷底。顶尖主管想要的是登上火箭船，而不是为有财政危机，而且管理不善的公司工作。

他们看中关系——顶级主管看中关系，他们不会通过在线广告进行申请。有谁会想为只花100美元在求职网站上发布雇佣薪酬25万美元主管信息的公司工作呢？最好的工作都是通过职业关系以及猎头获得的。

拥有良好招聘/雇佣流程的公司——在面试过程中，尊重且有礼貌的对待候选人是很重要的。在这个人才紧缺的市场，HR必须敏捷果断。顶级候选人会拿到很多工作邀请。因此，如果你要两三个月才发出工作邀请，你是不会雇到什么人才的。如果你不能很好的对待候选人，不值得为你所在组织工作的消息会传遍整个业界。两年前，我碰到了一个在雇佣过程中实施“尽职调查即死”的客户。我把他们像烫手山芋一样扔掉了。一年后，他们破产了。

What The Best Executives REALLY Want In A Job

My name is Mark Wayman, and for the last eleven years I have owned an Executive Recruiting firm focused on gaming and high tech. Reviewed 20,000 resumes, represented 1,500 candidates, and successfully placed 600+. Compensation starts at $100,000; last year I placed eight executives north of a million dollars. My average placement is $200,000 to $300,000.

So what do top executives REALLY want in a job? Let’s start by being crystal clear – it’s a SELLERS market. The executive talent market is tight, tight, tight! Tightest I have seen in my 11 years as an Executive Recruiter. All the good executives are gainfully employed and not moving. Here are my picks for the top five qualities an “A” executive looks for during a career search.

Opportunity, NOT Money – My experience is that “B” executives focus on money. They give you a line by line of their compensation right down to the gas allowance and free dry cleaning. Don’t get me wrong, compensation is an important component of the overall package, but top executives are laser focused on OPPORTUNITY. Made most of my money on a company that went public and a second one that was acquired by IBM. Can you say equity and deferred compensation?

Compensation Above Market Rate - Although money is not the most important factor, it does pay the rent. Anyone that tells you money is not important…does not have any. Top executives work for companies that pay ABOVE market rate. Not at market rate or below market rate, ABOVE market rate. If you are 20% below the market, you won’t be hiring anyone good.

Attractive, Promising Companies with a Future - Let’s face it, some companies (and industries!) are rocket ships on the way up, and some companies are on the slippery slope to the bottom. The best executives want to ride the rocket ship, not work for financially distressed, poorly managed companies.

They Value Relationships - Top notch executives value relationships and don’t apply to online ads. Who wants to work for a company that spends $100 on a CareerBuilder posting to hire a $250,000 executive? The best jobs come through professional relationships and Executive Recruiters.

Companies With a Good Recruiting/Hiring Process - It’s imperative that you treat candidates with respect and courtesy during the interview process. In this TIGHT talent market HR has to be agile and decisive. Top candidates get multiple offers, so if it take you two or three months to make a job offer, you won’t be hiring anyone good. And if you treat candidates poorly, it will get around the industry that you are not a good organization to work for. Two years ago I dealt with a client that practiced “death by due diligence” in their hiring process. Dropped them like a hot rock; a year later they were bankrupt.

（责任编辑：职场达人）