Set it once. Then get back to work.
Ten minutes to configure, twenty well-aimed minutes a week after that. Here's the whole system, end to end.
Follow your companies
Pick the 8–15 companies you'd genuinely move for — not a hundred. Then set your alert bar: the level, compensation, and location that would make leaving your current role worth it.
Each company gets a living profile — leadership roles, people worth knowing, their engineering blog, upcoming events, and how they run interviews.
Do the groundwork, a little each week
Your briefing hands you the next moves: a person worth a LinkedIn note, a leader worth following on X, a blog post their team just published, an event where they'll be in the room.
Twenty minutes a week, aimed at the right companies — so when a conversation starts, you already know the team, the tech, and the people.
Be ready when the role opens
The moment a Director, VP, or CTO role opens at one of your companies and clears your bar, you're notified — it leads your briefing, unmissable.
And you're not starting cold: warm contacts to message, their recent posts already read, and interview prep — loop structure and sample questions — saved before you ever needed it.
Questions leaders ask
Will anyone know I'm using Highplane?
No. Highplane never posts, never flags you as open to work, and never shares your watchlist. There is no public profile.
What if no role opens for months?
That's expected — leadership roles at specific companies are rare. The groundwork is the point: every quiet week of reading, following, and showing up makes you the known quantity when the seat finally opens.
Is this a recruiting platform?
No. Recruiters can't buy access to you. Highplane works for you — and nobody else.
Can I change my bar later?
Anytime. Your criteria and watchlist are living settings — most members revisit them after a promotion, a comp review, or a life change.
Ten minutes to set up. Twenty a week after.
Private beta — free while we earn the right to your Monday morning.
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