Executive Recruiter

Reporting to the Director Talent Acquisition, the Leadership Recruiter identifies, attracts, negotiates and hires top-tier talent into high-ranking leadership (Director and above) positions. Key responsibilities include understanding stakeholder hiring needs, developing specialized search strategies, identifying qualified candidates, assessing their qualifications and cultural fit, and managing the recruitment process through offer and negotiation. Strong communication, networking, and discretion are essential skills for success in this role.

Key responsibilities:

• Owns the recruitment of Leadership Hiring ie Directors, Senior Directors and VP
• Supports TA Director on SVP/C-level searches
• Manages one dedicated Leadership Talent Scout (aka Leadership Sourcer)
• Responsible for developing longer range talent pipelines for Succession gaps and business growth initiatives
• Reviews search firm needs and builds usage cases for approval by TA Director
• Initiates and coordinates with external search firm partners where applicable
• Is responsible for the Search Firm Preferred Supplier List

Cross-Functional collaboration:

• Stakeholders: VP+ across all verticals, functions and Geos
• Internal and External Interactions: Internal: HRBPs, CnB, VP+ hiring managers / External: Search Firms, Talent Research firms

Success Metrics:

• Reducing Time to Fill (days to offer accept)
• Improving quality of hire (tenure and probation pass rate)
• Reducing search firm costs (usage & pricing)
• Improving leadership hire onboarding and reducing time to productivity
• Influences consistency of hiring quality and capability for Country Managers/Leaders
• Partnering with and consulting on longer range talent requirements

Experience and Skill-Set:

• Client Consultation: Work with clients to understand the specific requirements, goals, and cultural dynamics of senior-level positions.
• Strategic Sourcing: Employ proactive "headhunting" methods and extensive research to identify and attract candidates from professional networks, rather than relying solely on job ads.
• Candidate Evaluation: Conduct in-depth assessments, including initial interviews, review of CVs and work history, and background checks, to ensure candidates are qualified and a good fit.
• Market Insight: Stay informed about industry trends, competitor movements, and leadership competencies to provide strategic hiring insights.
• Process Management: Oversee the entire recruitment lifecycle, from initial contact and screening to final offer negotiation and placement.
• Relationship Building: Establish and maintain strong relationships with potential candidates and client stakeholders.
• Exceptional Communication: Articulate vision, persuade candidates, negotiate effectively, and build rapport with diverse professionals.
• Persuasion and Influence: The ability to convince high-demand professionals to consider new opportunities and leave their current roles.
• Discretion and Confidentiality: Handle sensitive information related to clients and candidates with utmost professionalism.
• Research and Networking: Proactively search professional networks, industry events, and social media to find qualified candidates.
• Industry Expertise: Deep understanding of market conditions and the specific skills required for various leadership roles.
• Business Acumen: Ability to grasp client business needs and assess how candidates align with corporate goals.

Experience:

• 10+ years in Recruitment with at least 3+ years in leadership search.
• Experience in a global or multi-regional, high-growth environment.
• Fluent English communication skills, both written and verbal.

Mindset:

• Highly structured, operational, and scalable thinker.
• Detail-oriented, proactive, and process-driven, passionate about improving quality of hire and candidate and stakeholder experience.
• Forward thinking and relationship driven.
• Tenacious with a strong bias for solutioning.
• Trusted partner to senior leadership globally.