Executive Recruiter, Global Talent Acquisition

Domino's•Ann Arbor, MI

About The Position

The Executive Recruiter, Global Talent Acquisition leads full-cycle recruitment for Director-level and above positions, priority international searches, and other strategically scarce talent across Domino's. The role acts as a strategic talent advisor to senior leaders and HR partners, translating business priorities into differentiated search strategies and providing external talent and market intelligence. It builds relationships with leadership candidates before a hiring need arises and manages confidential searches with discretion. The recruiter develops talent maps and proactive pipelines, conducts executive research and direct sourcing, and oversees outreach, assessment, interviews, selection, offer development, and closing. The position also supports cross-border hiring, partners with external search firms when appropriate, and maintains accurate recruiting and pipeline information. It uses AI, automation, analytics, and other recruiting technologies to improve research, sourcing, candidate experience, and recruiter productivity while retaining human judgment and accountable hiring decisions. Success means building trust with senior leaders, strengthening in-house executive recruiting capabilities, creating differentiated leadership pipelines, delivering a strong candidate and hiring-leader experience, and balancing quality, speed, and long-term talent strategy.

Requirements

Bachelor's degree or an equivalent combination of education and relevant experience.
At least 7 years of progressive recruiting experience, including significant ownership of senior-level, executive, or highly complex searches.
Demonstrated success recruiting Director, Vice President, and/or senior executive talent across multiple business functions and complex talent markets.
Expertise in executive sourcing, research, talent mapping, and passive candidate engagement.
Strong executive assessment, interviewing, negotiation, and candidate-closing capabilities.
Ability to translate business strategy and organizational context into a differentiated talent and search strategy.
Executive presence and ability to build credibility, influence decisions, and constructively challenge senior leaders.
Exceptional communication, relationship-building, business acumen, judgment, and discretion.
Ability to work independently in a fast-paced environment with multiple high-priority searches.
Curiosity, thoughtful questioning, and a focus on uncovering root causes.
Ability to use information and insights to identify opportunities, make informed decisions, and consider broader organizational impact.
Ability to set ambitious goals, challenge the status quo, and use feedback and data to improve results.
Adaptability to changing priorities and business needs, with resilience and sound judgment.
Ownership, disciplined execution, and focus on measurable results.

Nice To Haves

Experience supporting international or multi-country recruitment and navigating cross-border searches.
Experience partnering with retained and/or contingent executive search firms while building internal search capability.
AI curiosity and digital fluency, including examples of using AI, automation, analytics, or digital tools to improve recruiting work.
A builder mindset and willingness to question established processes, test new approaches, and simplify or automate low-value work.
Ability to combine technology with human judgment, using AI to support relationships and decision quality rather than replace them.
Experience with ATS, CRM, sourcing platforms, research tools, and emerging recruiting technologies.

Responsibilities

Lead full-cycle recruitment for Director-level and above roles, priority international searches, and other strategically scarce talent from intake through accepted offer and transition.
Develop targeted search strategies based on business needs, leadership profiles, competitive landscapes, talent availability, and candidate motivations.
Conduct executive research, market mapping, and direct sourcing to identify and engage passive leadership candidates across functions, industries, and geographies.
Lead candidate outreach, screening, assessment, interview strategy, selection, offer development, and closing.
Provide a high-touch experience for senior-level candidates and hiring leaders while maintaining pace, transparency, and accountability.
Manage confidential and sensitive searches with sound judgment and discretion.
Advise senior executives, HR Business Partners, and Talent Acquisition leadership on talent strategy and market conditions.
Conduct intake and talent strategy discussions to clarify outcomes, challenge assumptions, and define required capabilities and experience.
Advise leaders on talent availability, competitive dynamics, candidate expectations, compensation considerations, and search trade-offs.
Lead candidate and slate calibration, bringing objective assessment, talent intelligence, and market perspective into hiring decisions.
Help hiring teams distinguish essential requirements from capabilities that can be developed after hire.
Partner with HR and Total Rewards on offer strategy, candidate motivation, and closing.
Lead or support priority international searches with international business leaders and HR teams.
Develop sourcing strategies that account for local market dynamics, cultural context, and market-specific leadership needs.
Coordinate searches across cultures, geographies, and time zones while maintaining a consistent candidate experience.
Partner with HR, Legal, Total Rewards, and mobility resources on international hiring considerations.
Build cross-border pipelines for capabilities that are difficult to find within individual markets.
Build talent maps for business-critical leadership roles and emerging capability areas.
Develop external executive talent communities and relationships ahead of open requisitions.
Identify competitor organizations, adjacent industries, and nontraditional talent pools for differentiated talent.
Provide actionable insights on talent supply, geographic availability, candidate movement, and emerging leadership capabilities.
Turn search research and relationships into reusable organizational talent intelligence.
Use AI, automation, analytics, and emerging recruiting technologies to improve market research, talent identification, personalized outreach, search strategy, and recruiter productivity.
Experiment with new approaches and challenge traditional recruiting practices when better or more candidate-centered methods are available.
Partner with TA Operations to identify work that can be standardized, automated, simplified, or eliminated while remaining accountable for overall searches.
Apply technology responsibly while preserving human judgment, candidate care, and accountable hiring decisions.
Share use cases, lessons learned, and capabilities that improve digital fluency across Talent Acquisition.
Partner with TA leadership to determine when external search support adds differentiated value and when a search should remain in-house.
Manage external search partners when engaged, maintaining accountability for market coverage, candidate quality, experience, progress, and value.
Maintain accurate search, candidate, and pipeline information in Domino's recruiting systems.
Use recruiting data and market insight to evaluate search effectiveness and identify continuous-improvement opportunities.
Help establish repeatable approaches for executive search, international recruiting, talent mapping, and proactive pipeline development.