Партнёр по подбору исполнительных кадров

The Executive Talent Acquisition Partner is responsible for identifying, attracting and securing top-tier executive, board-level and business-critical talent for the company. Working directly with the Board of Directors and senior leadership, they lead confidential executive search assignments end-to-end, from defining the mandate and mapping the market, through engaging passive candidates, managing the assessment process and closing complex offers. Operating with the autonomy and rigour of a dedicated executive search function, they build and maintain a long-term pipeline of high-calibre leaders, provide succession-planning support, and deploy whatever channels are appropriate, from direct sourcing and professional networks to referrals and external search partners, to secure the best possible candidate for each assignment.

Executive Search & Hiring:

Partner with the Board of Directors and senior leadership to define role mandates, success profiles and search strategies for executive, C-suite and business-critical positions,

Lead confidential executive search assignments end-to-end, from market mapping and candidate identification through assessment, offer negotiation and onboarding,

Proactively source and engage passive senior candidates through direct approach, professional networks, referrals and market intelligence,

Talent Pipeline & Succession Planning:

Build and maintain a long-term pipeline of high-calibre executive and leadership talent aligned with the company’s strategic priorities,

Support succession-planning efforts by mapping internal and external talent for critical leadership positions and maintaining an up-to-date view of the executive talent market,

Develop deep market intelligence on competitor organisations, talent availability, compensation benchmarks and industry trends,

Stakeholder Management & External Partners:

Act as a trusted advisor to the Board and senior leadership on executive talent, market conditions and hiring strategy,

Manage relationships with external executive search firms and specialist partners, engaging them selectively and holding them accountable to quality, cost and timelines,

Safeguard confidentiality and the company’s employer brand throughout every executive engagement, ensuring a premium candidate experience,

Process, Assessment & Governance:

Design and run a rigorous, structured assessment and selection process, coordinating interviews, referencing and evaluation with the Board and relevant stakeholders,

Lead complex offer structuring and negotiation for senior appointments in coordination with leadership,

Maintain accurate search documentation, progress reporting and market insights to keep the Board informed throughout each assignment.

Requirements:

Education:

Bachelor’s or Master’s in Human Resources, Business Administration, Psychology, or a related field of study, or,

A relevant professional certification in talent acquisition, executive search or human resources (e.g. AESC, CIPD, SHRM, LinkedIn Certified Professional, or equivalent).

Professional Experience:

Minimum of 5 years of experience in talent acquisition or recruitment, with a proven track record in executive, C-suite or hard-to-fill senior assignments,

Prior experience in an executive search firm or a dedicated in-house executive / leadership hiring function is highly desirable,

Demonstrated success engaging and closing senior passive candidates for challenging mandates.

Key Skills:

Exceptional direct sourcing, market mapping and candidate research abilities,

Strong executive presence, with the credibility and discretion to engage Board members, senior leaders and C-level candidates,

Excellent stakeholder management, influencing and negotiation skills,

Sound judgement in candidate assessment and the ability to manage confidential, high-stakes searches independently,

Strong understanding of succession planning, talent market intelligence and compensation benchmarking,

Ability to work autonomously, manage multiple concurrent searches and deliver against demanding timelines.

The Executive Talent Acquisition Partner is responsible for identifying, attracting and securing top-tier executive, board-level and business-critical talent for the company. Working directly with the Board of Directors and senior leadership, they lead confidential executive search assignments end-to-end, from defining the mandate and mapping the market, through engaging passive candidates, managing the assessment process and closing complex offers. Operating with the autonomy and rigour of a dedicated executive search function, they build and maintain a long-term pipeline of high-calibre leaders, provide succession-planning support, and deploy whatever channels are appropriate, from direct sourcing and professional networks to referrals and external search partners, to secure the best possible candidate for each assignment.

Executive Search & Hiring:

Partner with the Board of Directors and senior leadership to define role mandates, success profiles and search strategies for executive, C-suite and business-critical positions,

Lead confidential executive search assignments end-to-end, from market mapping and candidate identification through assessment, offer negotiation and onboarding,

Proactively source and engage passive senior candidates through direct approach, professional networks, referrals and market intelligence,

Talent Pipeline & Succession Planning:

Build and maintain a long-term pipeline of high-calibre executive and leadership talent aligned with the company’s strategic priorities,

Support succession-planning efforts by mapping internal and external talent for critical leadership positions and maintaining an up-to-date view of the executive talent market,

Develop deep market intelligence on competitor organisations, talent availability, compensation benchmarks and industry trends,

Stakeholder Management & External Partners:

Act as a trusted advisor to the Board and senior leadership on executive talent, market conditions and hiring strategy,

Manage relationships with external executive search firms and specialist partners, engaging them selectively and holding them accountable to quality, cost and timelines,

Safeguard confidentiality and the company’s employer brand throughout every executive engagement, ensuring a premium candidate experience,

Process, Assessment & Governance:

Design and run a rigorous, structured assessment and selection process, coordinating interviews, referencing and evaluation with the Board and relevant stakeholders,

Lead complex offer structuring and negotiation for senior appointments in coordination with leadership,

Maintain accurate search documentation, progress reporting and market insights to keep the Board informed throughout each assignment.

Requirements:

Education:

Bachelor’s or Master’s in Human Resources, Business Administration, Psychology, or a related field of study, or,

A relevant professional certification in talent acquisition, executive search or human resources (e.g. AESC, CIPD, SHRM, LinkedIn Certified Professional, or equivalent).

Professional Experience:

Minimum of 5 years of experience in talent acquisition or recruitment, with a proven track record in executive, C-suite or hard-to-fill senior assignments,

Prior experience in an executive search firm or a dedicated in-house executive / leadership hiring function is highly desirable,

Demonstrated success engaging and closing senior passive candidates for challenging mandates.

Key Skills:

Exceptional direct sourcing, market mapping and candidate research abilities,

Strong executive presence, with the credibility and discretion to engage Board members, senior leaders and C-level candidates,

Excellent stakeholder management, influencing and negotiation skills,

Sound judgement in candidate assessment and the ability to manage confidential, high-stakes searches independently,

Strong understanding of succession planning, talent market intelligence and compensation benchmarking,

Ability to work autonomously, manage multiple concurrent searches and deliver against demanding timelines.