An executive resume is not a longer version of a normal resume. It is a strategic business document that should show how you make decisions, lead commercial outcomes, manage risk, influence stakeholders, and create measurable impact. In Singapore’s senior hiring market, employers are not just asking, “Can this person do the job?” They are asking, “Can this person operate at the level we need, with the judgement, credibility, and leadership maturity this role requires?”
The biggest mistake I see is senior candidates writing like job holders instead of business leaders. They list responsibilities, team sizes, and impressive company names, but they do not explain the value they created. At executive level, your resume must make your leadership logic visible. Otherwise, hiring managers have to guess. And honestly, they usually will not.
An executive resume has one main job: to help a recruiter, hiring manager, CEO, board member, or regional leader quickly understand your leadership value.
That sounds obvious, but most executive resumes fail because they try to document a career rather than position a candidate.
A normal resume often answers:
What jobs have you held?
What tasks were you responsible for?
What skills do you have?
Which companies did you work for?
An executive resume needs to answer much sharper questions:
What kind of business problems do you solve?
What level of decision making have you handled?
A senior resume usually shows progression. An executive resume shows strategic value.
This is where many candidates get stuck. They assume that because they have held director, vice president, general manager, country head, chief operating officer, or managing director titles, the resume will automatically read as executive level. It does not.
Titles are useful, but they are not enough. Hiring teams still want to know what those titles meant in practice.
For example, “Director” can mean very different things depending on the organisation. In one company, it may mean full P&L ownership and regional leadership. In another, it may be a senior individual contributor title with limited decision authority. Recruiters know this, which is why we look past the title and into the substance.
A strong executive resume makes the level clear through:
Scope of responsibility
Business context
Decision authority
Stakeholder complexity
Financial accountability
Executive resumes are rarely rejected because the candidate has no experience. They are usually rejected because the value is unclear, the positioning is weak, or the resume does not match the level of the role.
Here are the patterns I see often.
This is probably the most common issue.
Many executive resumes are filled with phrases like:
Weak Example
Responsible for managing business operations, driving strategic initiatives, leading teams, and supporting growth across the region.
The problem is not that this is wrong. The problem is that it could describe almost anyone in a senior role. It does not tell me what kind of leader you are, what you improved, what scale you handled, or what business outcome you delivered.
A stronger version would be:
Good Example
Led Singapore and Southeast Asia operations across 6 markets, restructuring commercial processes and improving regional revenue performance by 28 percent within 18 months while reducing operational duplication across country teams.
This works better because it gives scale, geography, action, business outcome, and leadership context.
Hiring teams do not want to read your job description. They want to understand your impact.
A lot of executive resumes use big language: strategy, transformation, leadership, innovation, governance, stakeholder management, commercial excellence. Fine. These words belong in executive hiring.
When I review an executive resume, I am not reading every word from top to bottom like a novel. Nobody has time for that, and anyone pretending otherwise is being cute.
I scan for signals.
I want to know what you are.
Not just your current title, but your leadership identity.
For example:
Regional Commercial Leader
CFO with IPO and Transformation Experience
Technology Executive for Scaled Digital Platforms
Operations Leader Across Manufacturing and Supply Chain
Country General Manager for High Growth Markets
There is no single perfect executive resume format, but there is a structure that usually works well for senior candidates in Singapore.
Your header should be simple and professional.
Include:
Full name
Mobile number
Professional email address
LinkedIn URL
Location, such as Singapore
Optional: nationality or work authorisation only if relevant and helpful
Do not include full residential address, NRIC, marital status, date of birth, photo, or unnecessary personal details unless there is a specific market or employer requirement. For Singapore corporate roles, these details are usually not needed and can make the resume feel outdated.
Executive achievements should show the business situation, your leadership action, and the outcome.
A useful structure is:
Business context
Leadership action
Measurable result
Strategic significance
For example:
Weak Example
Led transformation project to improve efficiency.
This is too vague.
Good Example
Led a regional operating model redesign across Singapore, Malaysia, and Indonesia, consolidating duplicated workflows and improving fulfilment productivity by 22 percent while maintaining service levels during peak demand periods.
This works because it explains scope, action, result, and difficulty.
Another example:
Weak Example
Yes, ATS matters. But for executive resumes, people often misunderstand how it matters.
At senior level, your resume may still pass through an applicant tracking system, especially for publicly advertised roles in Singapore. But many executive opportunities also come through search firms, referrals, confidential mandates, investor networks, internal succession discussions, and direct approaches.
So the goal is not to write for software alone. The goal is to write for both systems and senior humans.
ATS friendly executive resumes should include relevant terms such as:
Executive leadership
P&L management
Regional leadership
Singapore market
Southeast Asia
Commercial strategy
A strong executive resume is selective. That means some information should be removed, reduced, or repositioned.
Useful details include:
Leadership scope
Business results
Market exposure
Board or senior stakeholder engagement
Financial ownership
Team leadership
Transformation outcomes
Singapore’s job market has its own hiring patterns. It is regional, competitive, multicultural, commercially practical, and often influenced by both global headquarters expectations and local market realities.
Here are mistakes that can quietly hurt executive candidates.
Many senior candidates in Singapore undersell themselves because they do not want to sound arrogant. I understand the instinct. But there is a difference between being credible and being invisible.
If you led a turnaround, say so. If you owned a budget, include it. If you influenced regional strategy, explain how. If you built a team, show the outcome.
Modesty is lovely at dinner. It is less useful when a hiring manager is comparing 12 senior profiles and yours does not explain why you should be shortlisted.
Some candidates write resumes that sound impressive but disconnected from the Singapore market.
If your experience is relevant to Singapore, make that clear. Mention Singapore leadership, Southeast Asia markets, Asia Pacific exposure, regional headquarters, local regulatory environments, or cross market stakeholder management where relevant.
Employers want to understand how your background maps to their environment. Do not make them work too hard.
At executive level, career gaps, consulting periods, advisory roles, entrepreneurship, retrenchment, and transitions are not automatically fatal. What creates concern is confusion.
If there is a gap or transition, handle it cleanly. Do not bury it under vague dates or unclear consulting labels.
Below is a condensed executive resume example to show the level of specificity and positioning expected. This is not a full template for every executive. It is a practical model for how senior experience can be framed.
Priya Raman
Singapore
+65 XXXX XXXX
linkedin.com/in/priyaraman
Regional Commercial Director | Southeast Asia Growth | P&L Leadership | Market Expansion
Executive Summary
Regional commercial leader with experience scaling B2B technology and enterprise service businesses across Singapore and Southeast Asia. Strong track record in revenue growth, go to market redesign, enterprise account strategy, and regional leadership across matrix organisations. Known for rebuilding commercial discipline, improving sales productivity, and aligning country teams around clearer market priorities, customer segmentation, and margin focused growth.
Core Leadership Capabilities
Regional commercial strategy
P&L leadership
Enterprise sales leadership
One executive resume should not be used blindly for every opportunity.
At senior level, tailoring is not about changing a few keywords. It is about adjusting the leadership story to match the business problem behind the role.
Emphasise:
Enterprise leadership
P&L ownership
Growth strategy
Board engagement
Market leadership
Transformation
Use this structure as a practical starting point.
Full Name
Singapore
Phone
LinkedIn URL
Target Executive Positioning
Example: Regional Operations Executive | Southeast Asia Leadership | Transformation and P&L Impact
Executive Summary
A concise paragraph explaining your executive identity, industry or functional background, market exposure, scale, and leadership value.
Core Leadership Capabilities
Capability 1
Capability 2
Capability 3
Capability 4
Before sending your executive resume for a Singapore role, check whether it answers these questions clearly.
Can the reader understand your executive positioning within 10 seconds?
Does your summary explain your leadership value instead of using generic adjectives?
Have you included scale such as revenue, budget, markets, team size, or business complexity?
Do your achievements show measurable outcomes where possible?
Is your resume focused on the next role, not just your past history?
Have you removed outdated, tactical, or low value details?
Does the resume show decision making, not just participation?
Written by Simar Malhi, a recruiter and headhunter with international recruitment experience. I write about CVs, job applications, hiring decisions, and the reality behind recruitment processes. My goal is to help candidates understand more honestly how employers, recruiters, and hiring managers actually select candidates.
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Create ResumeWhat commercial, operational, financial, or organisational impact have you created?
What scale have you led across people, markets, budgets, products, functions, or transformation?
Why should a senior stakeholder trust you with this level of responsibility?
In Singapore, this matters because many executive searches are highly comparison based. Candidates are often assessed against others from regional headquarters, multinational companies, government linked companies, fast growth technology firms, banks, consulting firms, and family owned businesses. The market is compact, but the competition can be serious.
A strong executive resume does not simply say you are senior. It proves seniority through evidence.
Market exposure
Leadership impact
Transformation outcomes
Strategic contribution
This is why vague executive resumes are risky. If your resume says “led strategic initiatives across the region”, I still do not know what you actually did. What region? What initiatives? What changed? What was difficult? What happened because of your leadership?
At executive level, vague language does not sound polished. It sounds evasive.
But here is the uncomfortable bit: senior words without senior evidence can make the resume weaker.
If you say you drove transformation, I expect to see what changed. If you say you built strategy, I expect to see how it shaped growth, cost, market entry, operating model, risk, product direction, or organisational capability. If you say you influenced stakeholders, I expect to see who those stakeholders were and what decision you influenced.
Singapore hiring managers are usually practical. They are not impressed by vocabulary alone. They want to know whether you can handle the actual mess that comes with leadership: conflicting priorities, regional alignment, budget pressure, hiring constraints, compliance needs, changing market conditions, difficult stakeholders, and performance accountability.
Some executive resumes run 6 or 7 pages and still do not answer the basic question: why this candidate?
Length is not the real issue. Lack of judgement is.
At senior level, communication is part of the assessment. If you cannot summarise your own career value clearly, some hiring managers will quietly wonder whether you can simplify complex business problems for stakeholders.
A strong executive resume is usually 2 to 3 pages. There are exceptions, especially for complex regional, academic, public sector, board, or technical leadership profiles, but most corporate executive resumes should be concise, selective, and commercially focused.
Your resume does not need to include every project you touched. It needs to include the evidence that supports your fit for the next executive role.
This is subtle, but important.
Many candidates write their resume as a historical record. Recruiters read it as a future risk assessment.
We are asking:
Can this person solve the problems in this role?
Has this person handled similar scale or complexity?
Will this person influence the right stakeholders?
Can they operate in our company culture?
Are they too narrow, too broad, too tactical, too expensive, or too risky?
Will the hiring manager understand their value quickly?
Your executive resume should not just describe where you have been. It should position you for where you are going.
That means you may need to emphasise different achievements depending on whether you are targeting:
Country leadership roles
Regional leadership roles
Transformation roles
Commercial leadership roles
Operations leadership roles
Finance leadership roles
Human resources leadership roles
Technology leadership roles
Board advisory roles
General management roles
The same career can be positioned in different ways. That is not manipulation. That is relevance.
Human Resources Leader Across Organisational Change and Talent Strategy
This does not mean you need a cheesy personal brand statement. Please do not write something like “visionary change catalyst with passion for excellence”. That kind of line sounds like it escaped from a leadership seminar and is now looking for shelter.
Your positioning should be specific, grounded, and commercially useful.
At executive level, scale matters because it helps the reader understand whether your experience matches the role.
Useful scale indicators include:
Revenue ownership
P&L responsibility
Budget size
Team size
Number of markets covered
Number of direct and indirect reports
Customer segment
Product portfolio
Regulatory environment
Reporting line
Board exposure
Transformation size
Business stage
A candidate who led a 12 person local team may be excellent, but that is different from leading 600 employees across 8 markets. A candidate who managed a S$5 million budget may be strong, but that is different from owning a S$300 million P&L.
This is not about making smaller experience look weak. It is about helping employers assess fit accurately.
Executive resumes need outcomes. Not every achievement must have a number, but there should be enough measurable evidence to show impact.
Strong outcome areas include:
Revenue growth
Margin improvement
Cost reduction
Market expansion
Productivity improvement
Risk reduction
Customer retention
Transformation delivery
Operating model improvement
Talent development
Succession planning
Governance improvement
Investor, board, or stakeholder confidence
A good executive resume connects your leadership actions to business consequences.
This is often missing.
At executive level, employers want to know whether you merely participated or actually made decisions. There is a big difference between “supported regional strategy” and “set regional strategy”.
Useful phrases, when true, include:
Owned
Led
Set
Restructured
Rebuilt
Negotiated
Established
Turned around
Expanded
Consolidated
Governed
Influenced
Advised
Approved
Directed
Be careful though. Do not upgrade your role artificially. Recruiters can usually smell inflated language because the rest of the resume does not support it.
Singapore executive hiring often involves multiple stakeholders, especially for regional roles. You may be assessed by local leaders, regional leadership, global headquarters, HR, board members, investors, or founders.
Your resume should show you can work across senior stakeholder groups.
This may include:
Board reporting
Investor presentations
Regional headquarters alignment
Government or regulatory engagement
C suite partnership
Enterprise customer relationships
Union or workforce consultation
Founder led environment management
Matrix organisation influence
Senior hiring is not only about competence. It is also about trust. The resume should help build that trust before the first conversation.
This section should be short, specific, and value led.
It should answer:
What kind of executive are you?
What markets, functions, or sectors do you know?
What business problems have you solved?
What scale or impact can you prove?
What kind of role are you positioned for next?
Weak Example
Dynamic and results oriented executive with strong leadership skills and proven ability to drive business success.
This says almost nothing.
Good Example
Regional operations executive with experience leading Singapore based and Southeast Asia teams across supply chain, manufacturing, and commercial operations. Known for improving operating discipline, restructuring regional processes, and delivering measurable cost, productivity, and service improvements in complex matrix environments.
This is stronger because it gives function, geography, leadership context, business value, and operating environment.
This section should not become a dumping ground of buzzwords. Keep it focused.
Examples of useful executive capabilities include:
P&L leadership
Regional business growth
Commercial strategy
Operating model redesign
Digital transformation
Board and investor reporting
Market entry strategy
Strategic partnerships
Cost optimisation
Enterprise risk management
Organisational restructuring
Talent and succession planning
Change leadership
Governance and compliance
Choose capabilities that match your target role. If everything is included, nothing stands out.
This is the main evidence section. For each executive role, include:
Job title
Company name
Location
Dates
Short company context if the company is not widely known
Scope of role
Key achievements
Leadership impact
The company context is especially useful in Singapore because employers may not know every regional subsidiary, private equity portfolio company, start up, family business, or overseas employer.
For example:
ABC Logistics Group, Singapore
Regional supply chain and logistics provider serving enterprise customers across Southeast Asia.
This gives the reader a frame. Without context, they may underestimate the scale of the role.
Keep this relevant and concise.
Include:
Degrees
Executive education
Professional certifications
Board certifications where relevant
Industry licences where relevant
Relevant leadership programmes
At executive level, education matters, but it usually does not replace evidence of leadership impact. Unless you are targeting academia, legal, finance, medicine, engineering, or a regulated profession, your work impact will usually carry more weight than a long education section.
Include this only if relevant.
For some executives, board advisory work, industry panels, media commentary, publications, or speaking engagements can strengthen credibility. For others, it may distract from the main hiring case.
Use judgement. A resume is not a trophy cabinet. It is a decision support document.
Managed key stakeholders and improved business performance.
This is the kind of line recruiters read and immediately forget.
Good Example
Partnered with regional finance, sales, and product leaders to rebuild pricing governance across enterprise accounts, improving margin visibility and reducing approval delays by 35 percent.
This gives stakeholder context and shows a specific business improvement.
At executive level, strong achievements usually fall into several categories.
Use these when targeting CEO, general manager, managing director, sales, marketing, or commercial leadership roles.
Examples:
Grew Singapore enterprise revenue from S$42 million to S$58 million within 2 years by restructuring account segmentation and strengthening executive level customer engagement.
Expanded regional channel partnerships across Southeast Asia, increasing partner sourced pipeline by 31 percent and improving market coverage without increasing headcount.
Repositioned underperforming product portfolio, improving gross margin by 9 percentage points while retaining strategic customers in price sensitive segments.
Use these when targeting operations, supply chain, logistics, manufacturing, service delivery, technology operations, or transformation roles.
Examples:
Redesigned regional service delivery model across 5 markets, reducing escalation volume by 27 percent and improving customer response consistency across country teams.
Consolidated vendor management across Singapore and regional operations, reducing annual spend by S$4.8 million while improving contract governance and service accountability.
Led post merger operational integration across two business units, aligning systems, reporting rhythms, and leadership accountability within 9 months.
Use these when team leadership, succession, culture, or organisational capability is central to the role.
Examples:
Rebuilt senior leadership team after a period of attrition, improving leadership stability and strengthening succession coverage across critical regional roles.
Introduced performance and talent review discipline across 400 employees, enabling clearer succession planning and reducing dependency on external senior hires.
Led workforce restructuring with minimal business disruption, balancing cost targets, employee communication, compliance requirements, and operational continuity.
Use these when change leadership is part of the target role.
Examples:
Led digital transformation of regional reporting processes, moving leadership teams from manual reporting to automated dashboards and reducing monthly reporting cycle time by 40 percent.
Directed finance transformation across Singapore shared services, strengthening controls, improving month end close accuracy, and reducing rework across business units.
Established transformation governance for a multi market change programme, improving executive visibility, decision speed, and accountability across workstreams.
The point is not to make every bullet sound dramatic. The point is to make your value clear.
Business transformation
Operations management
Stakeholder management
Board reporting
Change management
Governance
Risk management
Digital transformation
Revenue growth
Cost optimisation
Talent strategy
But keywords should be supported by evidence. If you mention P&L management, show the P&L size. If you mention regional leadership, show the markets. If you mention transformation, show what changed.
Keyword stuffing is not strategy. It is noise.
A recruiter may search for keywords, but a hiring manager decides based on credibility. Your resume needs both discoverability and substance.
Strategic projects
Crisis management
Growth, turnaround, integration, or restructuring experience
Industry specific credibility
These details help the reader assess whether you match the level and complexity of the role.
Usually unnecessary details include:
Old technical tasks from early career roles
Too many minor projects
Generic personality claims
Personal details unrelated to hiring
Long lists of outdated tools
Excessive training courses
Repeated responsibilities across every role
Dense paragraphs that hide the achievement
References available upon request
For older roles, you can reduce detail heavily. A senior candidate does not need to explain every responsibility from 18 years ago. Keep early career experience short unless it directly supports your executive narrative.
This is where candidates sometimes panic. They think leaving something out means losing value. It does not. A resume is not a legal archive. It is a relevance document.
For example:
Good Example
Independent Advisor, Singapore
Advised SMEs and growth stage businesses on commercial strategy, operating model improvement, and leadership hiring during a planned portfolio career transition.
This is much clearer than pretending the period does not exist.
Recruiters are not allergic to career complexity. We are allergic to unexplained risk.
A polished resume is good. A resume that looks like a luxury brochure is usually not.
Executive resumes should be clean, readable, and ATS friendly. Avoid heavy graphics, icons, text boxes, complex columns, and design elements that make parsing difficult.
Good design supports reading. Bad design forces the reader to admire the layout while struggling to find the evidence. That is not a win.
For executive candidates, LinkedIn often becomes part of the screening process. If your resume says one thing and your LinkedIn says something much thinner, older, or inconsistent, it creates doubt.
They do not need to be identical. But they should support the same leadership narrative.
If your executive resume positions you as a regional transformation leader, your LinkedIn should not read like a generic operations manager profile from 2016.
Go to market redesign
Market expansion
Strategic partnerships
Pricing governance
Revenue operations
Sales productivity improvement
Senior stakeholder management
Team restructuring
Southeast Asia market leadership
Professional Experience
Regional Commercial Director, ABC Technology Solutions, Singapore
2021 to Present
ABC Technology Solutions is a B2B software and enterprise services company supporting financial services, logistics, and professional services clients across Asia.
Lead commercial strategy across Singapore, Malaysia, Indonesia, Thailand, and Vietnam, with responsibility for regional revenue growth, enterprise account performance, channel partnerships, and sales leadership across direct and indirect teams.
Grew Southeast Asia revenue from S$48 million to S$67 million over 2 years by redesigning customer segmentation, strengthening enterprise account coverage, and improving country level pipeline governance.
Rebuilt regional sales operating rhythm, improving forecast accuracy from 62 percent to 84 percent and giving senior leadership clearer visibility on deal quality, risk, and resource allocation.
Introduced pricing approval governance across enterprise accounts, improving gross margin by 7 percentage points while reducing unnecessary discounting in competitive renewal cycles.
Expanded strategic partner network across 4 markets, increasing partner sourced pipeline by 29 percent without adding direct sales headcount.
Reorganised country sales leadership structure after 2 senior exits, stabilising team performance and improving retention among high performing account directors.
Partnered with product and customer success leaders to identify recurring implementation issues, reducing avoidable churn among enterprise clients by 18 percent.
Country Sales Director, XYZ Data Platforms, Singapore
2017 to 2021
XYZ Data Platforms provides data analytics and automation solutions to enterprise customers across banking, insurance, and telecommunications.
Led Singapore sales, account management, and customer growth strategy, reporting to the Asia Pacific Vice President.
Increased Singapore annual recurring revenue from S$22 million to S$36 million by shifting the sales model from product led selling to industry based enterprise account planning.
Won 6 strategic enterprise accounts across banking and telecommunications, creating multi year revenue visibility and strengthening the company’s position in regulated sectors.
Reduced sales cycle delays by improving executive sponsor mapping and aligning technical, commercial, and legal stakeholders earlier in the buying process.
Built and coached a 14 person sales and account management team, with 5 team members promoted into regional or senior country roles.
Worked with regional marketing to improve account based campaigns, increasing qualified enterprise opportunities from targeted accounts by 33 percent.
Senior Account Director, Global Enterprise Systems, Singapore
2012 to 2017
Managed strategic enterprise accounts across Singapore and regional headquarters customers.
Managed a portfolio of 12 enterprise accounts with annual revenue responsibility of S$18 million.
Expanded 3 key accounts into regional agreements by building stronger relationships with procurement, technology, and business unit decision makers.
Consistently exceeded annual revenue targets, achieving between 108 percent and 124 percent of quota across 4 consecutive years.
Education
Master of Business Administration
Nanyang Technological University, Singapore
Bachelor of Business Administration
National University of Singapore
Executive Education
Strategic Sales Leadership, INSEAD
Digital Business Strategy, MIT Sloan Executive Education
Board and Advisory Experience
This example works because it does not simply say the candidate is commercial, strategic, or senior. It proves the point through revenue scope, regional leadership, team impact, stakeholder complexity, and business outcomes.
People and culture leadership
Investor or shareholder management
Crisis or turnaround leadership
The reader wants to know whether you can lead the whole business, not just one function.
Emphasise:
Multi market leadership
Matrix influence
Country team alignment
Regional operating models
Cross cultural leadership
Market expansion
Regional governance
Stakeholder management across headquarters and local teams
In Singapore, many regional roles involve influence without full direct control. Your resume should show that you can get things done across markets, not just issue instructions from a regional title.
Emphasise:
Financial strategy
Governance
Controls
Fundraising
IPO readiness
Audit leadership
Business partnering
Risk management
Investor reporting
Margin improvement
Transformation of finance operations
A CFO resume should show judgement, commercial partnership, and control discipline. Not just accounting knowledge.
Emphasise:
Workforce strategy
Leadership succession
Organisation design
Talent management
Culture change
Executive hiring
Workforce restructuring
Employee relations
HR transformation
Regional people strategy
For HR executives, avoid making the resume sound purely administrative. Senior HR hiring managers want to see business influence, not just policy ownership.
Emphasise:
Technology strategy
Platform scale
Cybersecurity governance
Digital transformation
Product and engineering leadership
Cloud migration
Technology risk
Business alignment
Delivery governance
Team capability building
A technology executive resume should not become a technical inventory. It should show how technology decisions supported business outcomes.
Capability 5
Capability 6
Capability 7
Capability 8
Professional Experience
Job Title, Company Name, Location
Dates
Brief company context if needed.
Short scope statement explaining your leadership mandate.
Achievement with business context, action, and result.
Achievement with measurable impact.
Achievement showing leadership, transformation, or stakeholder complexity.
Achievement showing strategic contribution.
Achievement showing people, market, financial, or operational impact.
Previous Job Title, Company Name, Location
Dates
Brief scope statement.
Achievement.
Achievement.
Achievement.
Education
Degree, Institution, Location
Executive Education and Certifications
Relevant programme or certification
Relevant programme or certification
Board, Advisory, Speaking, or Publications
This template is simple on purpose. Executive resumes do not need decoration. They need clarity, evidence, and positioning.
Does it reflect Singapore or regional market relevance where appropriate?
Is the formatting clean, ATS friendly, and easy to scan?
Does your LinkedIn profile support the same leadership story?
Would a hiring manager understand why you are worth interviewing without needing to guess?
That last question matters most. A resume that forces the reader to guess is not doing its job.
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