Executive Recruiter, Non-Tech & Business Functions.

Note: This role is with one of our prominent portfolio companies.

About The Role

Executive Recruiter, Non-Tech & Business Functions

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&aposs 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&aposs 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