Executive Recruiter, Global Talent Acquisition

Description

The company is hiring an executive recruiter for its global talent acquisition team. You would own end-to-end hiring for Director level and higher roles, priority international searches, and other rare talent across the business.

This is a strategic advisory role, not only a seat-filling one. You would work with senior leaders and HR partners to turn business goals into search plans, bring outside talent and market data into decisions, spot leaders others overlook, and build relationships before hiring needs arise.

The right person brings senior presence, advanced sourcing and assessment skills, business sense, discretion, a global view and a drive to build. They are motivated by using AI, automation, data and new technology to change how executive hiring gets done.

The company was founded in 1960 as a single store in Ypsilanti, Michigan, and is now a technology-led brand. It is one of the top five companies in online transactions, and digital channels account for 65% of its U.S. sales. About 90% of local business owners started as delivery drivers or pizza makers in its stores.

Success means being a trusted adviser to senior leadership and building the company's in-house ability to hire executive and scarce talent. It also means creating pipelines for key leadership skills before they are needed and delivering a strong experience for candidates and hiring leaders.

Success further means creating repeatable methods for executive, international and cross-border searches, reducing reliance on outside search firms, and showing how AI and automation can increase recruiter capacity. Quality, speed, candidate experience and long-term strategy count alongside closed requisitions.

Responsibilities

• Lead full-cycle hiring for Director level and higher roles, priority international searches and other scarce talent, from intake through accepted offer and transition.
• Design search plans around the business need, the leader profile, the competition, talent supply and what candidates want.
• Research executives, map markets and source directly to reach passive leaders across functions, industries and regions.
• Run outreach, screening, assessment, interview planning, selection, offer design and closing.
• Give senior candidates and hiring leaders a high-touch experience while keeping the search fast, open and accountable.
• Handle confidential and sensitive searches with sound judgment and discretion.
• Act as a trusted adviser to senior executives, HR Business Partners and Talent Acquisition leaders, offering your own point of view.
• Run intake and talent strategy discussions that clarify outcomes, test assumptions and define the experience and skills needed to succeed.
• Advise leaders on talent availability, competitor moves, candidate expectations, pay considerations and search trade-offs.
• Lead candidate and slate calibration, bringing objective assessment, talent intelligence and market context into hiring decisions.
• Help hiring teams tell true must-have requirements apart from skills that can be developed after hire.
• Work with HR and Total Rewards on offer strategy, candidate motivation and closing.
• Lead or support priority international searches with international business leaders and HR teams.
• Build sourcing plans that reflect local markets, cultural context and the leadership skills each market requires.
• Run searches across cultures, regions and time zones while keeping the candidate experience consistent.
• Work with HR, Legal, Total Rewards and mobility teams on international hiring questions.
• Build cross-border pipelines for skills that are hard to find within a single market.
• Build talent maps for critical leadership roles and emerging capability areas.
• Grow external executive talent communities and relationships ahead of open requisitions.
• Identify competitors, adjacent industries and non-traditional talent pools that can supply differentiated talent.
• Give leaders practical insight on talent supply, regional availability, candidate movement and emerging leadership skills.
• Turn research and relationships from individual searches into reusable talent intelligence for the organization.
• Use AI, automation, analytics and new recruiting tools to strengthen research, talent identification, personalized outreach, search strategy and recruiter productivity.
• Test new approaches and challenge standard recruiting practices when a faster, smarter or more candidate-focused option exists.
• Work with TA Operations to find tasks to standardize, automate, simplify or drop, while keeping ownership of the overall search.
• Use technology to narrow and speed up work while keeping human judgment, candidate care and accountable hiring decisions.
• Share use cases, lessons learned and new capabilities to raise digital skills across Talent Acquisition.
• Work with TA leadership to decide when outside search support adds real value and when a search should stay in-house.
• Manage external search partners when engaged, owning market coverage, candidate quality, experience, progress and value.
• Keep search, candidate and pipeline records accurate in the company's recruiting systems.
• Use recruiting data and market insight to judge search results and find ways to improve.
• Help build repeatable approaches for executive search, international recruiting, talent mapping and proactive pipeline building.

Requirements

• A bachelor's degree, or an equivalent mix of education and relevant experience.
• 7+ years of progressive recruiting experience, with significant ownership of senior, executive or highly complex searches.
• A proven record hiring Director, Vice President and/or senior executive talent across several functions and difficult talent markets.
• Proven skill in executive sourcing, research, talent mapping and engaging passive candidates.
• Strong ability to assess executives, interview, negotiate and close candidates.
• Ability to turn business strategy and organizational context into a differentiated talent and search plan.
• Executive presence, with the credibility and influence to challenge senior leaders constructively.
• Excellent communication, relationship building, business sense, judgment and discretion.
• Ability to work independently in a busy environment with several high-priority searches at once.
• Curiosity: you ask clear, thoughtful questions, find root causes and keep learning from feedback.
• Connection: you use information to spot opportunities, build cross-team partnerships and weigh wider organizational impact.
• Ambition: you set demanding goals, challenge the status quo and focus on work that moves the business.
• Adaptability: you adjust quickly to changing priorities, stay focused on results and recover well from setbacks.
• Ownership: you take responsibility, execute with discipline and consistently deliver measurable results.
• Preferred: experience supporting international or multi-country recruiting and running cross-border searches.
• Preferred: experience working with retained and/or contingent executive search firms while building in-house search capability.
• Preferred: AI curiosity and digital fluency, with examples of using AI, automation, analytics or digital tools to improve research, sourcing, talent intelligence, candidate experience or recruiter productivity.
• Preferred: a builder mindset and a habit of questioning how work is done, testing new approaches and simplifying or automating work that adds no value.
• Preferred: comfort combining technology with human judgment, using AI to strengthen relationships and decisions rather than replace them.
• Preferred: experience with ATS, CRM, sourcing platforms, research tools and emerging recruiting technologies.

Conditions

Candidate information is kept confidential in line with EEO guidelines.

Benefits

• Paid holidays and vacation.
• Medical, dental and vision coverage starting on day one of employment.
• No-cost mental health support for employees and their dependents.
• Childcare tuition discounts.
• No-cost fitness, nutrition and wellness programs.
• Fertility benefits.
• Adoption assistance.
• 401(k) matching contributions.
• 15% off the purchase price of stock.
• Company bonus.