Executive Recruiter, Search & Talent Intelligence

Liberty Mutual•Boston, MA

2d•Hybrid

About The Position

This role is responsible for the most senior and business-critical searches across the Global Risk Solutions (GRS) organization. Beyond delivering on active executive searches, this role serves as a continuous, market-facing presence for Liberty Mutual, building and sustaining a pipeline of executive relationships, generating competitive intelligence, and creating meaningful connections between GRS senior leaders and top talent. The individual brings an established personal network within the industry talent community, directs the full executive search process, and acts as an extension of the GRS leadership team's external network. This role is measured by the strength of GRS's external leadership network and the caliber of its executive hires. It also operates as a collaborative member of the broader Talent Acquisition team, helping build market-mapping and networking capability across the organization through coaching and knowledge-sharing.

Requirements

Dynamic, credible communicator with strong executive presence, business acumen, and consulting/relationship-building skills sufficient to engage confidently with senior leaders and C-suite candidates.
Advanced, demonstrated expertise across the full executive search life cycle, including confidential and proactive sourcing, competitive intelligence and organizational mapping, deep candidate assessment, complex negotiation, and relationship management with passive senior talent.
Experience managing partnerships with external search firms and recruiting vendors.
Track record of successfully closing senior, niche, and hard-to-find executive talent in a fast-paced, matrixed organization.
Exceptional discretion and judgment in handling confidential, sensitive executive-level conversations.
Comfortable operating with a high degree of autonomy on highly confidential searches.
Strong organizational, data, and process-management skills.
Bachelor's degree (or equivalent) and 8+ years of progressive recruiting experience, including significant experience in executive or retained search, in-house executive recruiting, or a comparable senior talent acquisition role; prior experience placing senior leadership, officer-level, or highly specialized niche candidates required.

Nice To Haves

Established external network and personal brand within the insurance, financial services, or a comparable regulated industry strongly preferred.

Responsibilities

Independently manage full life-cycle recruitment for all executive-level (roles within GRS — including officer-level and highly specialized positions — from intake through offer and onboarding.
Partner with hiring executives, HR Business Partners and search firm partners to define role mandates, success profiles, and search strategy for each executive search.
Manage confidential, high-touch candidate experiences appropriate to executive-level engagements.
Proactively and continuously engage in exploratory conversations with executives across the insurance industry and adjacent markets, independent of open requisitions.
Build and sustain an extensive personal network of passive and active senior-level candidates, industry contacts, and search partners, creating a “warm bench” of relationships ready to activate when needs arise.
Continuously map the executive talent landscape across the insurance industry — tracking key players, movement, compensation trends, and organizational structures at competitor and adjacent companies — to inform targeted, discreet outreach ahead of business need.
Create and facilitate exploratory conversations and introductions between GRS senior leaders and external executives, positioning Liberty Mutual as an employer of choice and a connected industry player.
Serve as an ongoing brand ambassador for Liberty Mutual in the external executive market — representing the company at industry events, in professional networks, and in one-off conversations — independent of any active search.
Serve as a trusted advisor to GRS senior leaders on executive market conditions, talent availability, and competitive positioning; provide regular market briefings and talent landscape updates to senior stakeholders.
Advise hiring managers and senior leadership on competitive offer construction, market compensation benchmarks, and negotiation strategy for hard-to-fill or highly competitive executive searches, partnering with Compensation and Total Rewards as needed.
Translate business strategy and succession needs into proactive, market-informed sourcing and search strategies for the most senior positions, aligned with GRS Workforce Planning/Strategic Workforce System.
Act as an accountability partner throughout the selection process, ensuring rigorous, equitable, evidence-based hiring decisions; serve as a respected voice in interview debriefs and calibration discussions given deep market and candidate insight.
Train, coach, and mentor recruiters and sourcers across the broader Talent Acquisition organization on best practices for competitive intelligence, organizational mapping, and building durable networks of passive and active talent — delivered through regular (e.g., quarterly) formal training sessions plus ad hoc coaching tied to active searches, with participation and impact tracked as part of the team's development plan.
Acts as a champion for, and continuously upskills in, AI and emerging technology as it relates to Talent Acquisition; collaborates with Talent Acquisition leadership and aligned partners to actively identify, evaluate, and adopt innovative technology, AI, and other emerging talent acquisition tools and resources — integrating them into sourcing, market mapping, and candidate engagement practices to keep GRS's executive recruiting function future-focused and competitively differentiated.
Collaborate with the broader Talent Acquisition team as an active member of a collaborative recruiting function — sharing market intelligence, candidate leads, and search coverage to ensure GRS's hiring needs are met efficiently and consistently, even across concurrent, high-priority searches.