Marc Weinberg. Sophia Presence

How an automated screen reads me

48%

of your career a keyword screen keeps

A screen keeps my titles — SVP, National Sales Manager — and my employer names: Motorola, Alcatel-Lucent, F5, Sandvine, Ciena. It drops the $347M turnaround I led, the ten-fold deal-size growth, and the three-year stretch of 115–136% of plan.

Seniority of role

Scope & P&L depth

Leadership told as story

Quantified vs. narrative

My Sophia Visibility Index, an illustrative figure, not a measurement, computed from my record across four signals: the seniority of my roles, the depth of my scope & P&L, how much of my leadership lives in narrative, and how many quantified results survive a keyword scan. The more senior and judgment-driven the career, the less a parser can read.^1,2 Harvard Business School finds 88% of employers say qualified senior candidates get screened out for not matching a job description’s exact criteria.

Where I land in the market

Tier 1

Manager

Tier 2

Director

Tier 3

VP / Head

Reads here today

Tier 4

SVP / Head

Should hold

Tier 5

C-Suite

My thirty years, $250M quota with $347M delivered, full P&L ownership, and teams spanning the Americas read at the SVP / C-suite-adjacent band. I'm ready for the Chief Revenue Officer seat.

02b

By the numbers

$39,167/mo

Every month unplaced — or sitting a level below where your record reads — is roughly one month of target-seat base salary left on the table.

What my target seat pays, shared directly, not posted.

¹⁰Illustrative US base-salary band for the seat, anchored to U.S. Bureau of Labor Statistics median pay for management occupations (BLS Occupational Outlook Handbook, May 2024). Base only — excludes bonus/equity. Not a measurement of any one offer.

Scarce — a small number of decisive seats

A directional band, not a live job count. The U.S. Bureau of Labor Statistics projects roughly 331,000 top-executive openings a year (2024–2034); senior seats turn over less often and are filled more deliberately than junior ones.^9,10

The proof a filter throws away

$347M

delivered vs $250M quota

139%

of plan

$6M→$70M

payment business growth, 24 months

10×

deal-size growth in turnaround

$51.2M

in sales, 101.8% of goal

My scope vs. the band

Quota / deal size$250M quota, $347M delivered

Indexes at: SVP / C-suite-adjacent

Team & span12 direct, 7 indirect; US, Canada, Mexico, Latin America

Indexes at: SVP / C-suite-adjacent

P&L ownershipFull profit-and-loss responsibility

Indexes at: SVP / C-suite-adjacent

Tenure & trajectory30 years, National Sales Manager → SVP

Indexes at: SVP / C-suite-adjacent

Beyond the keyword screen

What a keyword screen keeps of me

SVPNational Sales ManagerMotorolaAlcatel-LucentF5SandvineCienatelecom

What my record actually shows

The leader my record proves I am

I turn stalled sales orgs into high-performance machines. $347M delivered on a $250M quota, ten-fold deal growth.

I'm the operator you hire to rebuild a post-merger revenue org and own the full P&L.

The seat I should hold

→Chief Revenue Officer

→SVP Sales

→Chief Commercial Officer

I've owned full P&L, rebuilt post-merger orgs, led multi-hundred-million-dollar quotas, and transformed underperforming teams into high-performance machines. My record fits the CRO and SVP Sales seat.

06b

My 3 power moves

1

Lead with my $347M turnaround and ten-fold deal growth, not my titles.

2

I frame every conversation around post-merger transformation and share-taking.

3

I position myself as the operator who owns the full P&L and transforms underperformance.

“I turn stalled sales organizations into high-performance machines — $347M delivered on a $250M quota, ten-fold deal growth through a merger.

Sources

Every market figure in this report traces to a real, published source. The visibility figure itself is an illustrative index, not a measurement.

1Harvard Business School / Accenture — “Hidden Workers: Untapped Talent” · Harvard Business School, Project on Managing the Future of Work · 2021
88% of employers say qualified high-skill candidates are screened out for not matching a job description's exact criteria (94% for middle-skill).
https://www.hbs.edu/managing-the-future-of-work/research/Pages/hidden-workers-untapped-talent.aspx
2Jobscan — Fortune 500 ATS Usage Report · Jobscan · 2025
97.8% of Fortune 500 companies use an applicant tracking system — automated screening is the front door.
https://www.jobscan.co/blog/fortune-500-use-applicant-tracking-systems/
3SHRM / SilkRoad — “Employee Referrals Remain Top Source for Hires”

▦

Executive Scorecard

Seat-readiness grade

80/ 100SVP / Head-seat profile

The verified record reads at the SVP / Head seat, one seat from the top of the ladder.

The graded read formalizes the seat the owner's record reads at on the report's five-seat market ladder (Manager → Director → VP / Head → SVP / Head → C-Suite) — a placement read of the on-file record, not a statistical percentile. Dollar bands are the platform's cited comp model: illustrative US base-salary bands for the seat, anchored to U.S. Bureau of Labor Statistics median pay for management occupations (Occupational Outlook Handbook, May 2024); base only, excluding bonus and equity. Every row cites its source below.

Sources re-verified monthly — every number carries its as-of date.

What this band is worth at the next level

SVP / Head seat — telecom

$260K–$380K

Typical base for a SVP / Head role in telecom. Illustrative US base-salary band for the seat, anchored to U.S. Bureau of Labor Statistics median pay for management occupations (BLS Occupational Outlook Handbook, May 2024). Base only — excludes bonus/equity. Not a measurement of any one offer. U.S. Bureau of Labor Statistics — Occupational Outlook Handbook, Top Executives & Management (May 2024) ↗ as of 2026-07-03

C-Suite seat — telecom

$340K–$600K

Typical base for a C-Suite role in telecom. Illustrative US base-salary band for the seat, anchored to U.S. Bureau of Labor Statistics median pay for management occupations (BLS Occupational Outlook Handbook, May 2024). Base only — excludes bonus/equity. Not a measurement of any one offer. U.S. Bureau of Labor Statistics — Occupational Outlook Handbook, Top Executives & Management (May 2024) ↗ as of 2026-07-03

Seat readiness

Seat the record reads at (5-seat ladder)

Reported

In range · vs JOOLT Presence — the report's five-seat market ladder (scale mapping, not a population statistic) ↗

My thirty years, $250M quota with $347M delivered, full P&L ownership, and teams spanning the Americas read at the SVP / C-suite-adjacent band. I'm ready for the Chief Revenue Officer seat. · Presence record (market placement read) ↗as of 2026-08-27

Target seat (5-seat ladder)

Reported

No public benchmark, shown for the record

C-suite, the seat the record targets next. · Presence record (market placement read) ↗as of 2026-08-27

Scope

Scope dimensions read on the record

Reported

No public benchmark, shown for the record

Quota / deal size · Team & span · P&L ownership · Tenure & trajectory · Presence record (market placement read) ↗as of 2026-08-27

Proof

Quantified proof points on record

Reported

No public benchmark, shown for the record

6 quantified proof points counted from the record; the underlying figures are owner-stated. · Presence record (market placement read) ↗as of 2026-08-27

The roadmap, next to verify

Years leading at scale. Not on public record yet.
Portfolio / P&L scope on record. Put the portfolio or P&L number on the record — scope is the seat's first measurable.
Externally verified proof points. Quantify a P&L-scale outcome on the record at the next scope and get it externally cited — the single input that re-prices the seat read.
Verified public reach (LinkedIn). Verify public reach — a public follower count with the profile URL on the record; visibility indexes the market read.
Press & media receipts on record. Land a third-party write-up or interview and put the URL on the record.
Keynotes & speaking receipts on record. Get a keynote on film with a public link — a third-party stage receipt.

Projected, not part of the graded read

If the next verified proof point lands at target-seat scope — a P&L-scale outcome quantified and externally cited on the record

80–100 / 100 seat-readiness

Method: The seat the record reads at today, mapped onto the seat-readiness scale (each seat on the five-seat ladder spans 20 points), against the same mapping for the target seat the record already names. No new market data is assumed — the range is the owner's own record at today's seat and at the target seat.

A verified target-scope outcome is the single largest input this card can gain. The graded read stays at today's seat until the outcome is on the record and verified — the projection changes nothing here.

Executive visibility market read

The market read for an executive seat indexes on the seniority the record reads at, quantified proof at scale, and verified public reach. This read shows which of those inputs are on file and cited — it never invents a per-person figure.

Inputs not on file yet: Verified public reach (LinkedIn) · Press & media receipts on record · Keynotes & speaking receipts on record · Externally verified proof points

Top-executive openings (US)

The U.S. Bureau of Labor Statistics projects roughly 331,000 top-executive openings a year, 2024–2034 — the seats this read prices against. U.S. Bureau of Labor Statistics — Occupational Outlook Handbook, Top Executives & Management (May 2024) ↗ as of 2026-07-03

Chief executives — median pay (US)

$206K

BLS median annual pay for chief executives, May 2024 — the public anchor the comp bands above are calibrated to. U.S. Bureau of Labor Statistics — Occupational Outlook Handbook, Top Executives & Management (May 2024) ↗ as of 2026-07-03

How to move the number

Put the portfolio or P&L number on the record — scope is the seat's first measurable.moves: grade band · dollar band
Quantify a P&L-scale outcome on the record at the next scope and get it externally cited — the single input that re-prices the seat read.moves: grade band · dollar band
Verify public reach — a public follower count with the profile URL on the record; visibility indexes the market read.moves: market read
Land a third-party write-up or interview and put the URL on the record.moves: market read
Get a keynote on film with a public link — a third-party stage receipt.moves: market read

Independent analysis of cited public records and the owner's on-file record — not a hiring assessment, a compensation promise, or career advice. Comp bands describe the market for the seat, never a per-person offer.

Marc Weinberg

Watch my keynote

How an automated screen reads me

Where I land in the market

By the numbers

The proof a filter throws away

My scope vs. the band

Beyond the keyword screen

The seat I should hold

My 3 power moves

Sources

Executive Scorecard

Sources & References

Talk to Marc’s AI

Put Marc's page where the right people look.