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 identifies leadership talent, builds relationships before hiring needs become urgent, and manages confidential searches with discretion. The role leads executive and scarce-talent searches from intake through accepted offer and transition; develops targeted strategies; conducts market mapping and direct sourcing; and manages outreach, assessment, interview strategy, selection, offer development, and closing. It advises leaders on talent availability, competitive dynamics, candidate expectations, compensation considerations, and search trade-offs. It also leads or supports international searches, develops cross-border pipelines, and partners with HR, Legal, Total Rewards, and mobility resources on relevant hiring considerations. The recruiter builds talent maps and executive talent communities, provides actionable market intelligence, and turns search research into reusable organizational insight. The role uses AI, automation, analytics, and emerging recruiting technology to improve research, sourcing, outreach, and productivity while preserving human judgment and candidate care. It partners with Talent Acquisition leadership on external search support, manages search partners when engaged, maintains accurate recruiting-system information, and helps develop repeatable approaches for executive and international recruiting.

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.

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 willingness to question existing practices, test new approaches, and simplify or automate work that does not add value.
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, bringing objective assessment, talent intelligence, and market perspective into hiring decisions.
Partner with HR and Total Rewards on offer strategy, candidate motivation, and closing.
Lead or support priority international searches in partnership with international business leaders and HR teams.
Develop sourcing strategies that reflect local market dynamics, cultural context, and leadership requirements.
Navigate searches across cultures, geographies, and time zones while maintaining a consistent candidate experience.
Partner with appropriate 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.
Provide leaders with actionable 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 research, talent identification, personalized outreach, search strategy, and recruiter productivity.
Experiment with new approaches and challenge traditional recruiting practices where better methods can improve outcomes or candidate experience.
Partner with TA Operations to identify work that can be standardized, automated, simplified, or eliminated, while retaining accountability for the overall search.
Use technology responsibly while preserving human judgment, candidate care, and accountable hiring decisions.
Share practical technology use cases, lessons learned, and capabilities that raise digital fluency across Talent Acquisition.
Partner with TA leadership to determine when external search support provides 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 opportunities for improvement.
Help build repeatable approaches for executive search, international recruiting, talent mapping, and proactive pipeline development.