Executive Recruiting Partner

You’ll join a senior executive search team that works directly with executives, hiring managers, and cross-functional partners. This is an individual contributor role for a recruiter who has owned senior searches end to end, does well with autonomy, and earns the trust of senior leaders and candidates quickly.

Responsibilities

Own executive searches end to end across any function: intake and role scoping, market mapping, sourcing strategy, candidate engagement, process management, offer strategy, and close. Learn technical markets (Engineering, AI research, Product) and non-technical ones (Legal, Finance, People, corporate strategy) fast enough to advise credibly in each. Advise VPs, Directors, and senior hiring managers: set the hiring bar, align on profiles, and use market data to shape decisions. Design and run creative sourcing strategies for niche, hard-to-find senior talent, including passive candidates who aren’t looking. On confidential searches, keep hiring managers, HR business partners, compensation, and executive leadership aligned, with discretion. Give senior candidates a high-touch experience: thoughtful outreach, honest calibration, and careful handling through close. Bring market intelligence (talent availability, compensation expectations, org structures, competitor moves) to shape role design and hiring decisions. Run a focused set of senior searches at once, favoring depth over volume and using sound judgment as priorities shift.

Qualifications

10+ years of recruiting experience with a significant focus on Director-level and above searches, whether in-house, at an executive search firm, or both Experience recruiting across multiple functions and markets, not just one vertical Experience partnering with senior executives and influencing their hiring decisions Track record of closing passive senior candidates in competitive markets Experience owning significant scope independently on a lean, senior team Strong sourcing and research skills, including building a talent market from scratch for niche roles Experience handling confidential searches and sensitive candidate information with discretion Excellent written and verbal communication, from concise stakeholder updates to candidate-facing polish Experience working through complex offers with compensation partners, including unvested equity, sign-on structures, and level mapping Experience leading VP-level and above searches at a large, matrixed technology company or a top-tier retained executive search firm Experience recruiting AI/ML research leaders and placing leaders from AI labs, government, or regulated industries Experience building a market from zero for new or highly specialized roles with no obvious comparable talent pool Experience managing executive-sensitive and board-level searches Experience advising executives on org design and role scoping, beyond filling an approved role Comfort giving senior leaders difficult market feedback and using data to reset profile, level, or compensation expectations Experience structuring high-value offers with compensation teams, including equity make-whole, sign-on packages, and multi-year vesting comparisons Demonstrated use of AI tools to speed up recruiting work, such as market mapping, candidate research and synthesis, personalized outreach, interview note summaries, pipeline reporting, and competitive intelligence Experience linking AI tools into repeatable workflows that shorten search cycle time, rather than using them for one-off tasks Good judgment about AI output: spotting when research, summaries, or candidate matches are wrong or incomplete, and checking them before they reach a hiring manager or candidate Discretion about what belongs in an AI tool, handling confidential candidate and compensation data in line with data-privacy standards Ongoing experimentation with new AI capabilities, and interest in building reusable workflows and prompts that others can adopt