Senior Talent Acquisition Partner | Executive Search

Kaseya Careers

About The Position

Kaseya is seeking a Senior Talent Acquisition Partner to lead executive searches for Director-level and above roles across Go-to-Market, Corporate Functions, and Product & Technology. This high-visibility, full-cycle role partners directly with senior leaders and the executive team, manages searches from intake through signed offer, and represents Kaseya to senior talent markets. The role also helps establish and improve a consistent, well-documented executive search process.

Requirements

At least 8 years of full-cycle talent acquisition experience, including at least 4 years focused on Director-level-and-above hiring or executive search.
Proven track record closing senior hires across multiple functions; experience spanning Go-to-Market, Corporate Functions, and Product & Technology is ideal.
Experience in an in-house talent acquisition team at a high-growth technology or SaaS company, or at a retained executive search firm.
Strong direct-sourcing skills and demonstrated success engaging passive senior candidates.
Ability to assess leadership capability and functional expertise and provide candid, evidence-based recommendations to senior executives.
Strong offer negotiation and closing skills, including complex executive compensation involving base pay, bonus, equity, and sign-on compensation.
Executive presence and confidence advising, influencing, and pushing back with senior leaders.
Excellent written and verbal communication skills.
Sound judgment and discretion when handling highly confidential information.
Hands-on experience with an applicant tracking system; Greenhouse is preferred.
Experience with LinkedIn Recruiter.
Highly organized and able to manage several concurrent senior searches with competing priorities.

Nice To Haves

Bachelor’s degree in Human Resources, Business, or a related field.
Experience with IT, MSP, cybersecurity, or B2B software organizations.
Global executive hiring experience, including North America, EMEA, LATAM, or India.
Experience hiring in a private-equity-backed or acquisitive company.
Experience building or formalizing an executive search function, playbook, or process.
Background managing retained search firm relationships and budgets.
Familiarity with leadership assessment tools and structured interviewing methods.
Experience with market mapping and talent intelligence tools.
An established network of senior leaders in technology Go-to-Market, finance, or engineering.

Responsibilities

Lead full-cycle searches for Director, Senior Director, VP, and C-suite roles across multiple business functions, managing concurrent searches.
Conduct intake sessions with hiring executives to define roles, success profiles, leadership competencies, compensation ranges, and target talent pools.
Develop search strategies and market maps, including target companies, competitor intelligence, and passive-candidate pipelines.
Source and engage senior passive candidates through networks, LinkedIn Recruiter, referrals, and targeted outreach.
Assess candidates’ leadership capability, functional expertise, scale experience, and culture fit; present calibrated shortlists with written summaries.
Design and coordinate structured executive interview processes, including panel planning, case presentations, and interviewer preparation.
Manage offers, including compensation benchmarking, offer strategy, negotiation, references, and closing, in partnership with Total Rewards and HR Business Partners.
Maintain Greenhouse as the system of record for executive searches, including resumes, interviews, feedback, and offers.
Select, manage, and hold retained search firms accountable, including overseeing contract terms, fees, and performance against timelines.
Regularly report search status, pipeline health, and market insights to hiring executives and TA leadership.
Deliver a confidential, high-quality candidate experience that strengthens Kaseya’s employer brand with senior talent.
Build and continuously improve the executive search playbook, templates, and process documentation.
Handle confidential searches, including backfills and new leadership roles, with discretion.
Support broader talent acquisition initiatives such as succession-driven hiring, workforce planning, and hiring manager enablement.