Executive Recruiter

Executive Recruiter Opportunity

Serv Recruiting Agency is growing fast and looking for a driven and self-motivated Executive Recruiter to take their team to the next level!

Serv is a global executive recruitment partner built for scaling organizations. We don't post and pray, we proactively source experienced leaders aligned with our clients stage, complexity, and trajectory- and we take that same intentional approach to building our own team.

Founded by Jackie Serviss, an experienced HR executive, people strategist, and Certified Executive Coach, Serv operates at the intersection of talent acquisition and organizational strategy. Jackie has built and led HR functions at organizations like PepsiCo and alongside startup founders. She brings that same depth of thinking to every search Serv leads.

Joining Serv means joining a small, high-trust team that cares deeply about the work, the clients, and each other. We move fast, think strategically, and believe that finding the right humans for the right roles genuinely changes businesses.

The Executive Recruiter is responsible for managing the full lifecycle recruitment process and client relationships for all senior-level and executive positions within the organization. This role requires a strategic and consultative approach to identify, attract, and engage top talent in alignment with the company's goals and culture.

What You'll Be Responsible For:

• Develop and execute search strategies to identify and attract top executive and senior level talent
• Partner closely with founders, leadership teams, and hiring managers to understand role requirements, team dynamics, and success profiles
• Build and maintain a strong pipeline of qualified candidates for current and future searches
• Source candidates through direct outreach, professional networks, referrals, industry research, and social platforms
• Conduct candidate outreach, screening conversations, and in depth assessments to evaluate fit and leadership capability
• Manage the full candidate lifecycle including interviews, feedback loops, and communication with both clients and candidates
• Ensure a thoughtful and positive candidate experience through clear, timely, and transparent communication
• Manage expectations with candidates regarding search timelines, interview processes, and compensation discussions
• Support offer development and negotiate compensation packages in partnership with clients
• Facilitate a smooth transition for placed candidates by checking in at key milestones, including day 1 and the 30 day mark, to support early integration and alignment.
• Track and maintain accurate records of searches, candidate pipelines, and recruiting activity in the ATS
• Stay informed on industry trends, talent markets, and competitor landscape to provide strategic insights to clients
• Ensure all recruiting activities are conducted in alignment with legal and ethical hiring practices

Requirements for consideration:

• 7-10+ years of recruiting management experience
• Bachelor's degree in Human Resources, Business Administration, or a related field. Advanced degree or certifications (e.g., SHRM, HRCI) are a plus.
• Proven experience sourcing and closing profiles in executive level positions
• Strong knowledge of recruitment best practices, sourcing techniques, and candidate evaluation methods.
• Excellent communication, interpersonal, and negotiation skills.
• Ability to work in a fast-paced environment and manage multiple recruitment projects simultaneously.
• Proficiency with applicant tracking systems (ATS), recruitment software, and other HR technologies.
• Relentless drive to find and connect with the best talent
• Ability to connect and effectively communicate with people of all levels
• Exceptional teamwork and multi-tasking skills
• Experience thriving and prioritizing in a constantly changing environment
• Strong attention to detail

The Traits We're Calling In:

• You know the talent market cold and keep pace as it shifts. You build search strategies using AI tools, and you can explain why one sourcing approach beats another.
• You have built search methodology yourself. Target company lists, talent maps, outreach frameworks and you can point to what you made and what it produced.
• You are a recruiter first and a strategic advisor by instinct. You have managed full-cycle executive searches before, and you can make a complex role requirement simple without losing what makes the hire hard.
• You move fast — like, really fast — without letting standards slip. High volume, high pace, and high quality are not a trade-off here, they are the baseline. You own 10 to 12 active searches simultaneously and get sharper, not shakier, when the pressure is on and timelines are tight.
• You communicate at a bar where your candidate notes and client updates could be published. Clear enough that a hiring manager can act on them the same day they read them.
• You hold strategy and execution in the same week. Designing the search on Monday and running interviews by Wednesday.
• You source with discipline and urgency. That means building and working a pipeline of 150 to 200 targeted prospects per role and maintaining consistent outreach cadences that keep the top of funnel full week over week, not just at kickoff.

Location: This is a remote role