CareerCrackers Operates Where Senior Hiring Actually Happens
CareerCrackers works with experienced leaders navigating non-public career decisions across Europe. Senior hiring is structural. The most relevant roles are shaped through conversations, pressure points, and timing — long before they appear on job boards.
We operate in that upstream layer.
Built by Practitioners, Not Career Theorists
CareerCrackers was built from direct experience in technology leadership and executive recruiting. Over the past years, we have spoken with hundreds of CTOs, VPs, Directors, and hiring stakeholders across Europe.
We have seen how senior hiring decisions are actually made:
- Roles are often defined around specific business pressure
- Timing matters more than availability
- Visibility precedes opportunity
- Access determines outcomes
CareerCrackers exists to structure that reality.
Executive Conversations
CareerCrackers is shaped by structured conversations with senior technology leaders, recruiters, and executive decision-makers across Europe, the UK, and the US.
Over the past years, more than 150 in-depth interviews and leadership discussions have been conducted to better understand:
- How senior roles are defined before they are announced
- What hiring stakeholders actually evaluate at executive level
- Why experienced leaders become invisible in public hiring channels
- How positioning and timing influence access
These conversations inform the frameworks, diagnostics, and systems inside CareerCrackers. A curated selection of representative executive conversations is publicly available. The complete archive, structured materials, and internal analysis are accessible exclusively to CareerCrackers members inside the private portal.
Private Leadership Gatherings
CareerCrackers hosts invite-only leadership roundtables and executive networking evenings across Europe. These gatherings bring together technology and business leaders for real conversations — not transactional networking.
In these sessions:
- Leaders compare decision patterns
- Hiring realities are discussed openly
- Market shifts are interpreted collectively
Trusted by Senior Leaders
CareerCrackers grows primarily through executive referrals. The leaders below have worked directly with us and agreed to publicly stand behind that work.
“CareerCrackers helped me rethink how senior hiring actually works. The structured positioning and visibility work increased the quality of conversations I was having.”
“Before working with CareerCrackers, I wasn't positioned beyond a senior engineer profile. The strategic narrative work changed how I was perceived and who engaged with me.”
“I struggled to articulate my expertise in a way that resonated with decision-makers. The clarity and professional framing made a measurable difference.”
“After years in the same role, I lacked a clear forward strategy. The structured discussions provided clarity and a concrete direction.”
“I didn't know where to start with my search. The process clarified my value and prepared me for higher-level conversations.”
“Repositioning myself for a career shift felt overwhelming. CareerCrackers translated my strengths into a focused and credible executive narrative.”
“In a competitive executive market, differentiation is everything. The strategic focus and execution support sharpened how I communicate my value.”
Additional references and LinkedIn contacts available upon request.
Selected Work & Outcomes
Below are selected examples of structured executive work:
Example 1: Positioning Reset
- Situation:
- Senior leader with broad experience but unclear market narrative.
- Intervention:
- Structured role thesis development and visibility alignment.
- Result:
- Targeted conversations with decision-makers aligned to a specific company archetype.
Example 2: Signal-Based Access Strategy
- Situation:
- Leader applying to public roles with limited traction.
- Intervention:
- Identification of early-stage hiring signals and proactive outreach strategy.
- Result:
- Conversations initiated before formal role publication.
Example 3: Strategic Visibility Campaign
- Situation:
- Executive known internally but invisible externally.
- Intervention:
- Controlled thought leadership and network positioning.
- Result:
- Increased inbound conversations from relevant stakeholders.
Independent Signals of Trust
Beyond direct client work, Michal Juhas has built a visible body of professional credibility across recruiting, executive training, and technology leadership education.
Professional Track Record
- 20+ years in the IT and technology leadership space
- 100+ senior engineering and executive hires supported
- 150+ in-depth executive and leadership interviews conducted
External Validation
- 190+ Trustpilot reviews (Recruiting, Training & Coaching)
- 1,500+ Udemy reviews from 32,000+ enrolled students
- 5,000+ professional products and programs delivered
Audience & Reach
- 33,000+ LinkedIn followers in technology and leadership
- 35,000+ YouTube subscribers across 300+ published videos
- 50,000+ professionals trained across structured programs
These are not vanity metrics. They reflect long-term, consistent work in executive recruiting, professional positioning, and leadership education.
Designed For Experienced Leaders
You likely fit if:
- You have 10+ years of professional experience
- You have owned team, functional, or business-level outcomes
- Job boards no longer reflect how your level is hired
This system is not built for:
- Early-career professionals
- High-volume job applicants
- Transactional job searches
Access Is Structured. Not Public.
Entry into CareerCrackers is not open enrollment. Participation begins with a diagnostic process to determine fit and readiness.
If you operate in the non-public layer of hiring decisions, you may request access.
Take the Career Access Diagnostic