Principal Talent Acquisition Partner, Executive Search

Description

The company builds an operating system for modern finance teams, helping organizations make faster, clearer, and more confident decisions.

Its teams are spread across continents and time zones and are organized around a shared purpose.

This is a senior individual-contributor role advising on executive hiring and how it shapes leadership capability, organizational change, and long-term business results.

The role sits between executive search, business strategy, leadership assessment, market research, and influencing stakeholders. Running a disciplined search is the baseline; the bigger contribution is helping senior leaders make well-supported talent decisions for the most critical leadership roles.

Responsibilities

• Work with executive leaders, People Operations, and Talent Acquisition leadership to turn business priorities into search strategies, success profiles, assessment criteria, and decision frameworks.
• Decide when to build, buy, speed up, pause, or adjust a search, based on business need, market conditions, stakeholder alignment, and leadership requirements.
• Stay hands-on in externally supported executive searches while keeping the company in charge of search strategy, partner performance, role status, risk, and decision quality.
• Advise senior leaders on complex and sensitive hiring decisions, bringing clarity, structure, and well-reasoned recommendations.
• Build a deep understanding of executive talent markets, competitor landscapes, leadership trends, and what motivates candidates, and use it to shape search strategies and how roles are positioned.
• Build and maintain executive relationships and talent pipelines that reach beyond current openings and improve access to future leaders.
• Use the company's relationship with its private equity partners to understand investor priorities and present leadership roles in terms of long-term value creation.
• Lead executive assessments that weigh business impact, leadership capability, cultural contribution, growth potential, and fit with the role and the wider organization.
• Combine candidate evidence, stakeholder feedback, market context, and business needs into balanced, defensible hiring recommendations.
• Align senior stakeholders, challenge assumptions where needed, and help leaders work through ambiguity, tradeoffs, and risk in executive selection.
• Meet regularly with Board members, private equity partners, and senior executives to agree on leadership requirements and support high-stakes hires.
• Represent the company to executive candidates in a way that is compelling, accurate, discreet, and consistent with its strategy, culture, leadership expectations, and value creation story.
• Sell senior candidates on the opportunity, tailoring the pitch to their motivations, career goals, and decision criteria.
• Handle sensitive searches, confidential information, stakeholder communication, and candidate relationships where timing, tone, and discretion matter most.
• Deliver a high-touch, executive-level candidate experience that supports the employer brand and helps close offers and carry out smooth transitions and onboarding.
• Turn search data, pipeline health, assessment results, and stakeholder feedback into practical insights for search strategy and leadership decisions.
• Analyze data to spot patterns, risks, and opportunities across searches, including talent supply, candidate conversion, decision speed, interview effectiveness, pay dynamics, and competitive position.
• Keep a detailed, current view of each search's progress, risks, slate quality, stakeholder alignment, and the performance of external search firms, especially retained partners.
• Write executive-ready updates that go beyond status, helping leaders weigh tradeoffs, reset expectations, and decide quickly and well.
• Keep searches well run, documentation accurate, updates timely, and communication clear.
• Use search results and lessons learned to improve recruiting practice and the company's approach to senior leadership hiring over time.
• Work with internal teams and, where appropriate, external search partners so every search is well governed, aligned to strategy, and run with the right urgency and quality.

Requirements

• A bachelor's degree in human resources, business, organizational leadership, or a related field.
• 10+ years of recruiting experience, including at least 5 years as a corporate recruiter and at least 3 years recruiting executive talent in-house.
• A record of leading full-cycle searches and hiring C-suite, Executive Leadership Team, or comparable senior leaders.
• A record of working closely with senior leaders and running complex, confidential searches with strong attention to detail.
• Experience advising private equity sponsors, board members, and executive leadership teams on search strategy, leadership requirements, candidate assessment, and market insight for high-impact senior hires.
• Strong knowledge of executive search methods, passive sourcing, market mapping, candidate assessment, and offer negotiation.
• The ability to build credibility with C-suite leaders, Executive Leadership Team members, external search partners, and executive candidates, and to communicate well with each.
• Strong consulting, influencing, facilitation, and relationship skills across complex stakeholder groups.
• Excellent written and verbal communication, including concise candidate profiles and executive-ready updates.
• High attention to detail, sound judgment, discretion, and careful handling of sensitive information.
• The ability to juggle multiple searches, priorities, and deadlines while keeping quality and responsiveness consistent.
• The ability to assess candidates using job-related evidence and structured, inclusive, non-discriminatory selection methods.
• Working proficiency with applicant tracking systems, sourcing platforms, collaboration tools, and recruiting analytics.

Conditions

Availability must flex to fit the schedules of the senior executives you support.

Most workdays follow Eastern Time.

Travel may be required to support executive interviews, stakeholder meetings, recruiting events, or other business needs.

The role is remote.

Gross annual base salary is $151,000 - $170,000 USD. Total compensation depends on experience, skills, and location, assessed against objective, job-related criteria. Additional variable compensation and benefits may apply.

Candidates must already be legally authorized to work for any company in the country where the role is based. No sponsorship is offered.

Benefits

• Excellent medical plan
• Dental and vision insurance
• Life insurance
• Short- and long-term disability coverage
• Vacation time
• Paid holidays
• Professional development
• Retirement plan