Talent Acquisition Manager - Executive Search (Location Flexible)

RSM•Minneapolis, MN

30d•Hybrid

About The Position

The Talent Acquisition Lead - Executive & Growth Hiring drives strategic recruitment for senior and executive-level roles that are high urgency, high impact, and directly tied to the firm’s growth priorities. This role partners closely with business leaders to understand critical talent needs, advise on market conditions, and deliver disciplined search strategies for Director through Partner/Principal-level positions across Consulting, Assurance, Tax, Business Development, Firm Client Service, and other priority growth areas. This position will focus on a wide range of specialized skill sets aligned to the firm’s top growth clusters. The ideal candidate is technology savvy, forward thinking, highly responsive, and comfortable engaging with key business leaders and senior candidates who may become future leaders of the firm and part of its growth engine. This role also requires someone who can build strong, trusted relationships with high-caliber candidates, proactively develop long-term talent networks, and maintain a ready pipeline of potential leaders to support both immediate hiring needs and future growth opportunities.

Requirements

Bachelor’s degree or equivalent experience.
Minimum of 5 years of talent acquisition experience, including full-cycle recruiting for senior, executive, or highly specialized roles.
Demonstrated success leading complex, high-urgency searches with strong stakeholder visibility and business impact.
Experience recruiting for growth-oriented or specialized skill sets, such as technology, cyber, artificial intelligence risk, digital trust, risk analytics, consulting, or related professional services areas.
Strong ability to build and leverage strategic networks, develop market intelligence, and translate talent insights into practical recruiting strategies.
Executive presence and strong communication skills, with the ability to engage senior candidates, business leaders, and key stakeholders through clear, credible, and strategic dialogue.
Technology savvy with experience using recruiting platforms, sourcing tools, data, and productivity technology to improve search outcomes.
Strong prioritization and judgment, with the ability to manage multiple urgent searches and resolve competing priorities in a fast-moving environment.
Proven analytical, evaluative, and problem-solving skills.
Ability to influence without authority, resolve operational barriers, and maintain momentum on critical hiring needs.
Strong collaboration skills and experience working in a team-oriented, matrixed environment.
Agility, adaptability, and a forward-thinking approach to talent acquisition.

Nice To Haves

For Manager-level roles, prior people leadership or team leadership experience may be based on business need.
Experience recruiting in a professional services, consulting, or high-growth business environment.
Experience supporting executive or senior-level hiring across multiple lines of business, regions, or specialized practices.
Working knowledge of growth areas such as technology consulting, cyber, artificial intelligence risk, digital trust, risk analytics, or related advisory services.
Experience working in a global, matrixed organization with senior business stakeholders.
Advanced skills with recruiting technology, sourcing platforms, data reporting, and Microsoft Office tools.

Responsibilities

Lead high-impact searches for senior and executive-level talent aligned to the firm’s most critical growth priorities.
Partner with functional, regional, and line-of-business leaders to understand business needs, shape search strategies, and prioritize urgent hiring demands.
Serve as a trusted talent advisor by providing market insights, competitive intelligence, candidate calibration, and recommendations that support informed hiring decisions.
Build strong, trusted relationships with senior candidates, cultivate long-term candidate networks, and represent the firm’s brand, culture, and growth story in the external market.
Proactively build and maintain talent pipelines for critical growth areas, ensuring qualified candidates can be quickly surfaced to business leaders as urgent or future hiring needs emerge.
Develop targeted sourcing strategies for specialized and emerging skill sets, including technology, artificial intelligence risk, cyber, digital trust, risk analytics, and related growth areas.
Maintain a disciplined focus on requisition prioritization, candidate pipeline health, stakeholder communication, and timely search progress.
Partner with sourcing teams and talent acquisition leadership to ensure the right level of pipeline support for urgent and complex hiring needs.
Provide regular updates to key leadership stakeholders on search status, market trends, risks, and recommended actions.
Use recruiting technology, data, and market intelligence to improve search quality, speed, and stakeholder visibility.
Guide, coach, or influence talent acquisition team members as needed to improve search execution, business alignment, and candidate engagement.
Escalate risks, barriers, or resource needs quickly to Talent leadership to maintain momentum on critical searches.
Consistently operate as a top individual contributor while supporting broader talent acquisition priorities and continuous improvement.