| "Why hire a senior person as a poster, if you're not willing to be challenged and listen to different ideas?" Lots of people do this. I find the STARS framework a good way of assessing what's expected of me in a senior role: https://hbr.org/2009/01/picking-the-right-transition-strateg... As senior people, we're usually pretty opinionated. There are different outcomes from sharing those opinions at different times, depending on the context (see the framework above). If you are looking for a role that values strong opinions early on, then roles that require a start-up or turnaround approach, are the ones that will match this. They are also the roles where the org is most open to change. Outside of these situations (I'm talking role types, not whether a company is a start-up or not), orgs are resistant to change, and unlikely to hire someone that challenges things before they are even through the door. From what you've said, it sounds like these are not the roles you're looking for, in which case, the process is working. There are very few start-up or turnaround roles that go to unknown candidates. In my experience, these roles go to folks that have been personally recommended, as the price of failure is so high, and people want a known quantity. (Whether that is what they get is beyond the scope of this comment). Network, get to know people and get known as someone who can bring these types of changes to an org, and one might come your way. Of course, if this isn't the type of role you're looking it for, then you are simply rocking the boat way too early.While most places would benefit from some level of change, they will still resist it. If you challenge things before you've started in a role, a hiring manager will probably speculate that if you are this much trouble before you've even started, you will be even more trouble once hired. And they will reach for the next candidate, because there's always the next candidate. |