Global Leadership Recruiter

Responsibilities

• Owns the recruitment of Leadership Hiring ie Directors, Senior Directors and VP (Grades 14 to 16 incl)
• Owns the coordination of recruitment of Country Managers globally via support from in-region TA teams.
• Supports TA Director on SVP/C-level searches.
• Manages one dedicated Leadership Talent Scout (aka Leadership Sourcer).
• Responsible for developing longer-range talent pipelines for Succession gaps and business growth initiatives.
• Reviews search firm needs and builds usage cases for approval by TA Director.
• Initiates and coordinates with external search firm partners.

• Reducing Time to Fill (days to offer acceptance).
• Improving the quality of hire (tenure and probation pass rate).
• Reducing search firm costs (usage & pricing).
• Improving leadership hire onboarding and reducing time to productivity.
• Influences the consistency of hiring quality and capability for Country Managers/Leaders.
• Partnering with and consulting on longer-range talent requirements.

• Client Consultation:
  Work with clients to understand the specific requirements, goals, and cultural dynamics of senior-level positions.
• Strategic Sourcing:
  Employ proactive “headhunting” methods and extensive research to identify and attract candidates from professional networks, rather than relying solely on job ads.
• Candidate Evaluation:
  Conduct in-depth assessments, including initial interviews, review of CVs and work history, and background checks, to ensure candidates are qualified and a good fit.
• Market Insight:
  Stay informed about industry trends, competitor movements, and leadership competencies to provide strategic hiring insights.
• Process Management:
  Oversee the entire recruitment lifecycle, from initial contact and screening to final offer negotiation and placement.
• Relationship Building:
  Establish and maintain strong relationships with potential candidates and client stakeholders
• Exceptional Communication:
  Articulate vision, persuade candidates, negotiate effectively, and build rapport with diverse professionals.
• Persuasion and Influence:
  The ability to convince high-demand professionals to consider new opportunities and leave their current roles.
• Discretion and Confidentiality:
  Handle sensitive information related to clients and candidates with utmost professionalism.
• Research and Networking:
  Proactively search professional networks, industry events, and social media to find qualified candidates.
• Industry Expertise:
  Deep understanding of market conditions and the specific skills required for various leadership roles.
• Business Acumen:
  Ability to grasp client business needs and assess how candidates align with corporate goals.

• 10+ years in Recruitment with at least 3+ year in leadership search.
• Experience in a global or multi-regional, high-growth environment.
• Fluent English communication skills, both written and verbal

• Highly structured, operational, and scalable thinker
• Detail-oriented, proactive, and process-driven, passionate about improving the quality of hire and candidate and stakeholder experience
• Forward thinking and relationship-driven
• Tenacious with a strong bias for solutioning
• Trusted partner to senior leadership globally

• Medical insurance
• Hybrid work mode and flexible schedule
• Access to professional counseling services, including psychological, financial, and legal support
• Diverse internal training programs
• Partially or fully paid additional training courses
• All necessary work equipment