Lead Executive Recruiter

Truist•Charlotte, NC

1d•Onsite

About The Position

Provides advanced expertise and leadership in talent acquisition, serving as a strategic advisor to business leaders on workforce planning, talent strategy, and market dynamics. Leads complex and high-impact recruiting initiatives, shapes talent acquisition practices across the division or department, and drives measurable improvements in hiring outcomes aligned with organizational priorities. Position has in office expectations and this is not a remote opportunity.

Requirements

Bachelor’s degree or equivalent education, training, and work-related/business experience
Minimum of 10 years of progressive recruiting experience, including senior or executive search and complex requisitions
Demonstrated expertise in talent acquisition strategy, labor market analysis, and workforce planning support
Advanced knowledge of recruiting processes, risk, and compliance
Proven ability to influence senior leaders and drive improvements with measurable impact
Proficiency in Microsoft Office suite, including Excel, PowerPoint, Word, and Access

Nice To Haves

Experience working in the financial services industry
Professional certification in HR related discipline (e.g., PHR, SPHR, CIR, CDR)
Previous recruiting experience in an OFCCP-regulated industry
Expertise in using recruiting databases such as Workday, Phenom, and other platforms and internet mining techniques for passive candidate sourcing and talent pool building
Experience working for an agency or recruiting search firm

Responsibilities

Lead senior-level, executive, difficult-to-fill, and critical-role searches across multiple teams or job areas.
Translate business, workforce, and succession needs into search strategies, leadership success profiles, target markets, and candidate value propositions.
Advise senior leaders on talent availability, market conditions, competitive positioning, search risks, and selection considerations.
Direct market mapping, talent intelligence, and targeted sourcing strategies for leadership talent.
Manage high-touch and confidential relationships with senior and executive candidates.
Exercises independent judgment and discretion on confidential, complex, and high-impact executive talent matters with significant organizational implications.
Assess leadership capabilities, career experience, business impact, and alignment with role requirements.
Present evidence-based candidate recommendations to senior decision-makers.
Design structured interview, stakeholder-calibration, and selection processes.
Partner with Compensation, HR, and business leaders on complex senior and executive offer strategies.
Build leadership pipelines and external talent networks supporting executive, succession, and critical-talent needs.
Manage executive search firms and evaluating their delivery, value, and outcomes.
Improve executive-search practices, tools, processes, governance, metrics, and teammate capabilities.