Executive Recruiter

Guardian Life Insurance•New York, NY

22h•$103,450 - $169,960•Hybrid

About The Position

The Executive Recruiter serves as a strategic talent advisor responsible for identifying, attracting, assessing, and engaging executive talent across the enterprise. This individual will partner closely with senior business leaders, HR Business Partners, and Talent Acquisition leadership to drive executive hiring outcomes while helping build a world-class internal Executive Search function. This role extends beyond search execution. The Executive Recruiter will develop deep expertise in supported business lines, cultivate executive talent pipelines, provide market intelligence, and build trusted relationships with stakeholders at all levels of the organization. The successful candidate will be able to manage multiple executive searches simultaneously, navigate complex stakeholder environments, and deliver an exceptional experience for candidates and hiring leaders alike. As the Executive Search function evolves, this role will help establish Talent Acquisition as a strategic business partner by contributing to workforce planning, succession discussions, leadership pipeline development, and talent market insights.

Requirements

8+ years of recruiting experience within a retained search firm, corporate search function, or a combination of both.
Demonstrated experience managing executive and senior leadership searches from intake through offer acceptance.
Proven success in sourcing, engaging, and recruiting passive executive-level talent.
Experience managing multiple concurrent searches while maintaining quality, responsiveness, and stakeholder confidence.
Experience partnering directly with senior business leaders, HR Business Partners, and hiring executives throughout the search process.
Strong executive search methodology, including talent mapping, market research, candidate assessment, and executive outreach.
Ability to develop and execute search strategies for complex leadership roles across multiple business functions.
Experience building and maintaining executive talent pipelines for current and future hiring needs.
Ability to assess leadership talent against technical requirements, leadership competencies, organizational culture, and business objectives.
Demonstrated ability to build trusted relationships and influence stakeholders at all levels of an organization.
Strong consultative skills with the ability to advise leaders on talent availability, market conditions, and hiring strategies.
Experience facilitating intake meetings and translating business needs into actionable search plans.
Ability to provide clear updates, recommendations, and guidance throughout the search process.
Exceptional organizational skills and ability to manage multiple complex searches simultaneously.
Strong project management capabilities with attention to detail and a sense of urgency.
Experience utilizing ATS, CRM, and recruiting technologies to manage candidate pipelines and search activity.
Ability to maintain accurate search documentation, reporting, and candidate engagement records.
Exceptional verbal, written, and presentation skills.
Strong interpersonal skills with the ability to establish credibility quickly with executives and candidates.
Commitment to delivering an exceptional candidate experience through transparency, responsiveness, and professionalism.
Ability to quickly understand business models, organizational structures, and operating environments.
Must be legally authorized to work in the United States, without the need for employer sponsorship/support now or at any time in the future.

Nice To Haves

Experience supporting organizational talent strategies beyond recruiting, including succession planning, leadership assessment, workforce planning, or talent management initiatives.
Experience serving as a strategic talent advisor to executive leadership teams.
Experience consulting with leaders on organizational design, leadership effectiveness, or capability requirements.
Demonstrated ability to translate business strategy into talent acquisition and talent development recommendations.
Advanced experience conducting executive talent mapping, competitive intelligence, and labor market research.
Experience presenting market insights and talent landscape analyses to executive audiences.
Familiarity with executive compensation trends and leadership benchmarking practices.
Experience utilizing LinkedIn Recruiter, executive search databases, talent intelligence platforms, and CRM technologies.
Experience working within Workday or other enterprise ATS environments.
Ability to leverage recruiting metrics, market data, and reporting tools to influence hiring decisions and improve outcomes.
Experience mentoring recruiters, researchers, coordinators, or junior talent acquisition professionals.
Proven ability to influence without direct authority in highly matrixed organizations.
Demonstrated success leading search initiatives with senior executives and C-suite stakeholders.

Responsibilities

Identify, attract, assess, and engage executive talent across the enterprise.
Partner closely with senior business leaders, HR Business Partners, and Talent Acquisition leadership to drive executive hiring outcomes.
Help build a world-class internal Executive Search function.
Develop deep expertise in supported business lines.
Cultivate executive talent pipelines.
Provide market intelligence.
Build trusted relationships with stakeholders at all levels of the organization.
Manage multiple executive searches simultaneously.
Navigate complex stakeholder environments.
Deliver an exceptional experience for candidates and hiring leaders alike.
Contribute to workforce planning, succession discussions, leadership pipeline development, and talent market insights.
Manage executive and senior leadership searches from intake through offer acceptance.
Source, engage, and recruit passive executive-level talent.
Develop and execute search strategies for complex leadership roles across multiple business functions.
Assess leadership talent against technical requirements, leadership competencies, organizational culture, and business objectives.
Build trusted relationships and influence stakeholders at all levels of an organization.
Advise leaders on talent availability, market conditions, and hiring strategies.
Facilitate intake meetings and translate business needs into actionable search plans.
Provide clear updates, recommendations, and guidance throughout the search process.
Manage multiple complex searches simultaneously.
Utilize ATS, CRM, and recruiting technologies to manage candidate pipelines and search activity.
Maintain accurate search documentation, reporting, and candidate engagement records.
Establish credibility quickly with executives and candidates.
Deliver an exceptional candidate experience through transparency, responsiveness, and professionalism.
Support organizational talent strategies beyond recruiting, including succession planning, leadership assessment, workforce planning, or talent management initiatives.
Serve as a strategic talent advisor to executive leadership teams.
Quickly understand business models, organizational structures, and operating environments.
Consult with leaders on organizational design, leadership effectiveness, or capability requirements.
Translate business strategy into talent acquisition and talent development recommendations.
Conduct executive talent mapping, competitive intelligence, and labor market research.
Present market insights and talent landscape analyses to executive audiences.
Leverage recruiting metrics, market data, and reporting tools to influence hiring decisions and improve outcomes.
Mentor recruiters, researchers, coordinators, or junior talent acquisition professionals.
Influence without direct authority in highly matrixed organizations.
Lead search initiatives with senior executives and C-suite stakeholders.