Executive Recruiter, Global Talent Acquisition

Domino's Corporate•Ann Arbor, MI

About The Position

The Executive Recruiter, Global Talent Acquisition identifies and attracts leaders who will shape Domino’s future. The role owns full-cycle recruitment for Director-level and above positions, priority international searches, and other strategically scarce talent. It serves as a strategic talent advisor to senior leaders and HR partners, translating business priorities into search strategies and bringing external talent and market intelligence into hiring decisions. The recruiter builds relationships with leadership talent before a hiring need arises and applies executive presence, sophisticated sourcing and assessment, business acumen, discretion, global perspective, and a builder mindset. The role also uses AI, automation, data, and emerging technology to improve executive recruiting. Responsibilities span executive and scarce-talent searches, strategic talent advising, international recruitment, talent intelligence and pipeline development, recruiting technology and innovation, and external search partner management. The recruiter leads searches from intake through offer and transition; develops targeted strategies; researches, maps, sources, assesses, and closes candidates; advises leaders on market conditions and hiring trade-offs; and delivers a high-touch candidate and hiring-leader experience. The role also develops cross-border pipelines, maintains talent intelligence, responsibly applies recruiting technology, manages search partners when engaged, and helps establish repeatable recruiting practices. Success means building credibility with senior leadership, increasing direct hiring capability for executive and scarce talent, developing proactive pipelines, bringing actionable market intelligence into decisions, improving candidate and hiring-leader experience, reducing unnecessary reliance on external search firms, and demonstrating how technology and smarter processes can increase recruiter capacity and impact.

Requirements

Bachelor’s degree or an equivalent combination of education and relevant experience.
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 capability.
Ability to translate business strategy and organizational context into a differentiated talent and search strategy.
Executive presence and demonstrated 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.
Demonstrate the Hungry for MORE Ways of Working: curiosity, thoughtful questioning, learning and applying feedback, connecting information to decisions, building partnerships, aiming high, adapting quickly, taking ownership, and delivering 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, with examples of using AI, automation, analytics, or digital tools to improve recruiting work.
A builder mindset and demonstrated willingness to question existing practices, test new approaches, and simplify or automate low-value work.
Comfort combining technology with human judgment, using AI to amplify 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 talent across functions, industries, and geographies.
Lead candidate outreach, screening, assessment, interview strategy, selection, offer development, and closing.
Create 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 search decisions.
Conduct intake and talent strategy discussions to clarify outcomes, challenge assumptions, and define required experiences and capabilities.
Advise leaders on talent availability, competitive dynamics, candidate expectations, compensation considerations, and search trade-offs.
Lead candidate and slate calibration, incorporating objective assessment, talent intelligence, and market perspective into hiring decisions.
Help hiring teams distinguish must-have 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 reflect local market dynamics, cultural context, and required leadership capabilities.
Navigate 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 leaders with insights on talent supply, geographic availability, candidate movement, and emerging leadership capabilities.
Turn research and relationships from individual searches into reusable organizational talent intelligence.
Use AI, automation, analytics, and emerging recruiting technologies to strengthen market research, talent identification, personalized outreach, search strategy, and recruiter productivity.
Test new approaches and challenge traditional recruiting practices when a smarter, faster, or more candidate-centered method is available.
Partner with TA Operations to identify work that can be standardized, automated, simplified, or eliminated while remaining accountable for the search.
Apply technology responsibly while preserving human judgment, candidate care, and accountable hiring decisions.
Share practical use cases, lessons learned, and new capabilities to increase 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 build repeatable approaches for executive search, international recruiting, talent mapping, and proactive pipeline development.