Executive Recruiter, Talent Acquisition

Executive Recruiter, Talent Acquisition

Department: Human Resources

Classification: Administrative Faculty

Job Category: Administrative or Professional Faculty

Job Type: Full-Time

Work Schedule: Full-time (1.0 FTE, 40 hrs/wk)

Location: Fairfax, VA

Workplace Type: Hybrid Eligible

Sponsorship Eligibility: Not eligible for visa sponsorship

Salary: Salary commensurate with education and experience

Criminal Background Check: Yes

George Mason University, Virginia's largest R1 public research institution, invites experienced executive recruitment professionals to join our expanding Talent Acquisition team in a pivotal new role. George Mason is nationally recognized for its innovative spirit, commitment to excellence, and mission to make a meaningful difference in the lives of students, the community, and the region we serve. This role offers mission-driven professionals the opportunity to directly influence leadership decisions that shape the future of a major research university.

As a public institution, George Mason offers industry-leading benefits, including comprehensive healthcare options, state retirement programs, tuition benefits, and unmatched stability in a dynamic higher education landscape. This position presents an exceptional opportunity to align your executive recruitment expertise with meaningful work that directly supports the leaders shaping George Mason University's future.

This role is part of an inaugural Executive Recruitment program, representing the university's first dedicated function focused on executive and senior leadership hiring. The Executive Recruiter will play a foundational role in building and advancing this new initiative — working closely with the Director of Talent Acquisition and the CHRO to design, implement, and grow a strategic, concierge-level search service.

The Executive Recruiter will be responsible for internal client engagement, cultivating strong relationships with executives, deans, and senior leaders across the university to anticipate leadership needs and provide proactive, consultative recruitment support. The role also includes projecting recruitment initiatives and engaging in business initiation, ensuring departments are prepared for upcoming searches and have access to tailored, concierge-level support from kickoff through hire.

This position will help set the standard for executive hiring strategies at George Mason and contribute to building a sustainable, scalable model for future expansion.

Ideal candidates will bring proven experience managing executive-level searches — preferably supporting higher education or a similarly complex, mission-driven environment, either internally or through an executive search firm — with exceptional customer service, communication, and relationship-building skills. They must demonstrate confidence in managing competing priorities, navigating sensitive leadership engagements, and delivering white-glove service throughout the search lifecycle.

Candidates coming from external executive search firms will find a compelling opportunity for stability, long-term client partnership, and the ability to build a signature program for the region's premier public university — without the portfolio churn and fee-driven pressures common in agency environments.

This role will begin on-site, with potential for hybrid flexibility after the first year depending on performance and operational outcomes.

Search Strategy & Intake

• Lead strategic discovery with executives and committees to clarify priorities, success profiles, and inclusive selection criteria.
• Advise on position descriptions, evaluation rubrics, interview design, and reference/credentialing approaches.

Market Mapping & Sourcing

• Build and maintain talent maps across higher education, public sector, and relevant industries.
• Proactively source passive talent through research, networking, associations, referrals, and appropriate tools (Linked In Recruiter, CRM/ATS pipelines).

Candidate Assessment & Shortlist Management

• Assess candidates against role outcomes and leadership competencies; deliver curated shortlists (recommended candidate groups) with clear…