Noreen Hansen. Sophia Presence

How an automated screen reads me

41%

of your career a keyword screen keeps

A screen keeps my CIO, CTO, cloud, and cybersecurity keywords and drops the $1.2B+ in savings, the transformation of a 70-person staff-aug unit into a 700-person consulting practice, and the P&L and strategic partnerships I've owned.

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

Tier 4

SVP / Head

Should hold

Tier 5

C-Suite

My 25+ years, $175M P&L ownership, $1.2B+ delivered in savings and growth, global teams scaled to 700+, Partner and SVP seats, and strategic alliances with AWS, Microsoft, IBM, and Red Hat read squarely at the C-suite band.

02b

By the numbers

$45,833/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

$1.2B+

in cost savings & revenue growth delivered

$175M

P&L responsibility at NTT Data Services

70→700+

team scaled globally in two years

$326M+

in hard-dollar savings at Hewlett-Packard

$220M+

annual revenue managed at Hewlett-Packard

My scope vs. the band

P&L ownership$175M global practice at NTT Data Services

Indexes at: C-suite

Team & spanScaled delivery team from ~70 to 700+ resources globally

Indexes at: C-suite

Tenure & breadth25+ years across CIO, CTO, Partner, and SVP seats at IBM, Accenture, Gartner, NTT Data Services, HP

Indexes at: C-suite

Strategic alliancesPartnerships with AWS, Microsoft, IBM, Red Hat; secured $35M+ contracts

Beyond the keyword screen

What a keyword screen keeps of me

CIOCTOhybrid cloudAIcybersecurityAWScloud platformsDevOps

What my record actually shows

The leader my record proves I am

I turn underperforming IT into a growth engine. $1.2B+ delivered, 70→700+ teams scaled, six quarters of double-digit growth.

I'm the CIO you hire to modernize infrastructure, own the P&L, and forge the partnerships that open new markets and drive competitive advantage.

The seat I should hold

→Fractional or Interim Chief Information Officer

→Chief Technology Officer

→Strategic Advisor to Board or CEO

My record of P&L ownership, enterprise transformation, M&A integration, and advisory work for boards and C-suites positions me for fractional CIO, CTO, or strategic advisory seats where scale and governance meet growth.

06b

My 3 power moves

1

Lead with my $1.2B+ delivered and 70→700 team scale, not my title list.

2

I position myself as the fractional CIO who owns the turnaround and the P&L.

3

I open with my strategic partnerships and six consecutive quarters of double-digit growth.

“I solve problems others can’t resolve. I have a unique ability to visualize the big picture, identify root causes, and define strategies to overcome log jams and issues in clear, easy-to-understand, executable steps. I deliver quantifiable outcomes that drive value, growth, and cost efficiency.

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

100/ 100C-Suite-seat profile

The verified record reads at the C-Suite seat — 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

C-Suite seat — technology & software

$400K–$700K

Typical base for a C-Suite role in technology & software. 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) ↗

Scope

Scope dimensions read on the record

Reported

No public benchmark, shown for the record

P&L ownership · Team & span · Tenure & breadth · Strategic alliances · Presence record (market placement read) ↗as of 2026-08-03

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 2026-08-03

The roadmap, next to verify

Target seat (5-seat ladder). Not on public record yet.
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.

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.

Noreen Hansen

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

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