Executive Recruiter

Everpure•Santa Clara, CA

2h•$173,000 - $223,300•Onsite

About The Position

The Principal Executive Recruiter is the senior search strategist for Everpure’s most consequential leadership appointments, leading searches at the Director level and above across all functions and regions. The role advises the Executive Leadership Team and functional leaders on executive talent needs, bringing retained-search rigor together with the institutional insight of an internal partner. It supports Everpure’s shift toward enterprise data management for the AI era and its platform growth strategy. The role owns executive searches globally across engineering, product, go-to-market, finance, operations and corporate functions. It translates business strategy and organizational design into clear leadership mandates, anticipates capability gaps, maps talent markets, assesses candidates with structured, evidence-based methods and develops defensible hiring decisions. It also structures and negotiates offers in partnership with Total Rewards, taking account of market data, executive leveling, internal equity and jurisdictional differences. The Executive Recruiter partners with HR Business Partners and the Talent Transformation team to align external search with organizational context, succession planning, development and internal mobility. The role applies AI responsibly to research, sourcing and analysis, maintains relationships with senior talent, contributes to Executive Search standards and tools, and mentors colleagues across Talent Acquisition. Success is measured by appointed-leader performance and retention, stakeholder confidence, slate breadth, offer acceptance, timely appointments and consistent search standards.

Requirements

At least 8 years of experience conducting executive searches at the Director level and above.
At least 12 years of total recruiting experience.
Experience both in-house and with one of the leading executive search firms.
Proven experience recruiting executive talent in a highly technical and/or rapidly scaling environment, such as hardware, software, AI/ML, autonomous systems or high-growth technology.
Exceptional written and verbal communication skills, including the ability to influence and present to C-level executives.
Expert-level negotiation and closing skills, particularly for complex executive compensation packages.
Ability to provide executive teams with real-time competitive intelligence and talent benchmarking and identify shifts in talent landscapes.
Ability to design and execute research and executive sourcing strategies.
Bachelor’s degree.
Established executive-search leadership record, including multi-region searches and command of executive compensation, including equity.
Structured, evidence-based assessment skills and calibrated understanding of excellence across leadership levels and functions.
Ability to advise senior executives with independent judgment, including willingness to challenge prevailing views.
Ability to operate with composure and clarity amid shifting priorities and incomplete mandates.
Ability to make sound decisions on imperfect information and act with purpose.
Global perspective and understanding of differences in executive markets, compensation norms and candidate motivations across geographies.
Credibility across executive talent markets; practical depth in enterprise technology is valued.
Practical fluency with AI-enabled research, sourcing and analysis, including sound judgment about its limits and commitment to confidentiality.
Ability to build alignment across executives, HR Business Partners, Total Rewards and Talent Transformation.

Responsibilities

Lead global executive searches at the Director level and above across engineering, product, go-to-market, finance, operations and corporate functions.
Advise the Executive Leadership Team and functional leaders on talent strategy, market intelligence, leadership demand and leadership team design.
Translate enterprise strategy and organizational design into precise leadership mandates with defined outcomes; shape evolving needs into defensible mandates.
Anticipate leadership capability gaps and inform how teams are assembled across the enterprise.
Conduct strategic market mapping and identify target companies and talent pools, including adjacent industries and non-obvious sources of talent.
Assess candidates using structured, evidence-based methods and reconcile stakeholder views into clear, defensible decisions.
Build breadth of experience and background into candidate slates from the outset.
Develop and negotiate executive offers with Total Rewards, using market data and accounting for compensation philosophy, executive leveling, internal equity and jurisdictional differences.
Partner with HR Business Partners to incorporate organizational design, leadership dynamics and cultural context into mandates and assessments.
Support succession planning by connecting external market intelligence with leadership continuity and the strength of the internal bench.
Align external search with internal succession, development and mobility in partnership with the Talent Transformation team.
Use AI to broaden and sharpen research, market mapping and analysis while applying judgment and maintaining candidate and company confidentiality.
Build lasting relationships with senior leaders across talent markets and establish Everpure’s leadership brand before roles open.
Contribute to the standards, tools and operating model of the Executive Search function.
Mentor colleagues across Talent Acquisition.
Provide real-time competitive intelligence and talent benchmarking to executives, identifying changes in talent markets that may call for a pivot.
Design and execute executive sourcing and research strategies.
Prepare analytical, decision-ready narratives for executive and Board audiences.