The traditional view has usually been to limited a CV to 2 pages and a cover letter. This is somewhat limiting and frankly not too useful for candidates with more than a few years experience - especially where your work experience may be particularly complex in detail.
My advice would be ditch the cover letter, no one reads them: when you buy a sandwich so you choose it on the bread or the filling? I see CVs where experienced consultants have crowded their projects experience into a long list at the back: better to give a chronology of companies/roles at the top of your CV (just dates, company, title) so the reviewer can see at a glance your career path, then run it again underneath with projects details in each relevant role. It might seem easier and more flexible to have a separate projects page or 5 at the back but this means that the reader has to work to align each project with each role/company. People who read CVs HATE to work to see the fit. So make it obvious.
If you have a fragmented projects list, such as Cynic, bunch them together under each role according to whatever makes most sense - types of company, types of project etc. If you have been at McKinsey 4 years and done 7 projects in the energy sector, details them as Energy Sector projects, a note on size of clients (broadly) and some notes on projects.
On length of CV: an 11 page CV seems counter intuitive, but this is your shop window, so if you feel you need an 11 page CV to get yourself across, then use one - for consulting. HH and line managers alike are very wary of gaps in information - it's a red flag in MC hiring, so close the gaps and worry about length later. If you haev 3 pages of drivel personal profile it won't do you favours, but 10 pages of hard evidence about what you have done/can do is all good.
While we are on the subject, avoid ANY statement you cannot directly attach evidence to. 'I am a dynamic senior executive and change catalyst' is ok for speed dating, but not a CV.
Best strategies for job hunting currently are to talk to people, be proactive and get to roles below the radar: a fraction of available roles are directly advertised in the press/internet - talk to recruiters, contact hiring managers directly at firms you want to work for, network.