Note: This role is with one of our prominent portfolio companies.
About the Role
We're looking for an experienced Executive Recruiter, Non-Tech & Business Functions. In this pivotal role, you'll be responsible for identifying, attracting, and securing top-tier leadership talent for a wide range of non-technical and business-critical functions across our organization and you will act as a trusted advisor to senior leadership, leveraging your deep market insights and robust network to drive successful executive placements.
This role requires a proactive, results-oriented professional with a proven track record in full lifecycle executive search, either within a corporate talent acquisition function or an executive search firm.
You'll act as a strategic partner to our senior leadership, understanding their talent needs and developing tailored recruitment strategies to meet aggressive hiring goals.
Key responsibilities:
- Full Lifecycle Recruitment: Manage the entire recruitment process from initial needs assessment to offer negotiation and closing for executive-level positions within non-technical and business functions.
- Strategic Sourcing: Develop and execute innovative sourcing strategies to identify passive candidates, leveraging various channels including executive search databases, professional networks, industry events, and direct outreach.
- Candidate Assessment: Conduct in-depth interviews and assessments to evaluate candidates' experience, skills, cultural fit, and leadership potential.
- Stakeholder Management: Build strong relationships with hiring managers and senior leaders, providing expert guidance on market trends, compensation, and talent acquisition best practices.
- Market Intelligence: Stay abreast of industry trends, competitor activities, and compensation benchmarks to effectively advise on recruitment strategies and attract top talent.
Candidate qualifications: Experience & Expertise:
- 10 -14 years of progressive experience in executive recruiting, with a strong focus on non-technical and business functions, either in-house or with a search firm.
- Proven Executive Non tech-Business Search Experience (7+ years preferred):
- Demonstrated track record of successfully placing senior-level and CXO, VP, Director level executives, ideally within startups or fast-growing companies.
- Full-cycle recruiting experience, from defining search strategy and sourcing to offer negotiation and onboarding.
- Experience with both in-house executive recruiting and/or executive search firm environments.
- Deep Understanding of the Startup Landscape:
- Knowledge of the unique challenges and dynamics of startup hiring, including hiring for rapid growth, specialized roles, and navigating competitive talent markets.
- Ability to assess not just functional skills but also a candidate's fit within a fast-paced, agile, and often ambiguous startup culture.
- Strategic Sourcing & Networking:
- Expertise in identifying and attracting passive candidates who are not actively seeking new opportunities.
- Proficiency in various sourcing tools and methods (LinkedIn Recruiter, direct sourcing, cold calling, industry events, professional networks).
- Proven ability to build and maintain an extensive network of senior leaders and industry connections.
- Candidate Assessment & Evaluation:
- Strong interview skills, including behavioural and competency-based interviewing techniques.
- Ability to evaluate candidates beyond their resumes, assessing leadership track records, cultural and strategic alignment, communication style, and visionary thinking.
- Experience with various assessment methods, potentially including psychometric testing or 360-degree feedback (depending on the role).
- Strategic Partnership & Business Acumen:
- Ability to collaborate closely with founders, hiring managers, and senior leadership to understand their strategic goals, leadership needs, and define ideal candidate profiles.
- Strong business acumen to understand the company's vision and how executive hires contribute to overall success.
- Problem-Solving & Adaptability:
- Strong problem-solving skills to navigate challenges inherent in executive recruitment.
- Ability to thrive in a fast-paced, constantly changing startup environment, adapting quickly to evolving priorities.