Executive Recruiter Job Description
An Executive Recruiter searches for and recruits senior-level managers for organizations.
Recruiting executives is a more proactive task than lower-level recruitment, relying more on push than pull. The role requires discretion, skill, and enough persuasiveness to work with high-level candidates and convince them to apply for executive roles.
A successful Executive Recruiter is experienced, knowledgeable, and comfortable with executive-level interactions. They develop long-term client relationships and are seen as a valuable resource to improve succession planning in an organization.
What Does an Executive Recruiter Typically Do?
An Executive Recruiter works with the organization as either an internal or an external resource and looks for suitable candidates to fill higher-level vacancies.
An Executive Recruiter’s tasks include:
- Assisting in recruitment plan development
- Locating suitable candidates
- Approaching identified candidates and proposing the job
- Interviewing, assessing, and vetting candidates
- Proposing a shortlist to the organization
- Liaising between the organization and the candidates
- Assisting with onboarding
- Selling and marketing
Assisting in Recruitment Plan Development
The client organization and the Executive Recruiter work together to understand the vacancy, the skills required, the organization’s expectations of the new incumbent, and the personality best suited for the organization. They then develop a recruitment plan that will meet the organization’s requirements.
An Executive Recruiter should know the organization well enough to have a feel for the right kind of candidate. Their knowledge will then be reflected in the quality of candidates presented.
Locating Suitable Candidates
An Executive Recruiter uses networks such as LinkedIn and job boards to search for potential candidates that meet the skills and experience criteria stipulated by the organization. They will rely on the experience and knowledge of the organization to find enough leads to approach.
Approaching Identified Candidates and Proposing the Job
Approaching candidates requires finely-tuned sales skills. An Executive Recruiter contacts the identified candidates and proposes the job, generating interest in the job and enticing the candidate to apply while maintaining discretion and not divulging proprietary information.
Interviewing, Assessing, and Vetting Candidates
An Executive Recruiter interviews and assesses candidates and performs background checks to make sure they can do what they claim and that they would be a good fit for the organization.
Some organizations may provide assessment tools, but experienced Executive Recruiters will develop their own techniques for verifying candidates’ qualifications and experience before they are proposed to the organization.
Proposing a Shortlist to the Organization
Having vetted the candidates and ensured they all have the requisite skills and experience to be successful in the job, an Executive Recruiter presents a shortlist to the organization. An Executive Recruiter adds personal recommendations and comments to each candidate’s profile. They may also highlight any experience or qualification gaps that are apparent but not deal-breakers.
Liaising Between the Organization and the Candidates
An Executive Recruiter acts as the liaison between the organization and the candidates. They should represent the organization’s needs to the candidates and vice-versa and should ensure that there are no uncertainties or gray areas.
Assisting with Onboarding
If required, an Executive Recruiter should assist both the successful candidate and the organization through the onboarding process. They should also maintain close contact with any unsuccessful candidates who may be viable for other positions further down the line. The Executive Recruiter must ensure relationships are maintained and nurtured to safeguard future recruitment opportunities.
Selling and Marketing
An Executive Recruiter must devote enough time to marketing and sales to ensure a full pipeline of future business. Relationships between the Executive Recruiter and both client organizations and candidates are paramount for securing new mandates or new leads and should be looked after actively.
The best Executive Recruiters have such a strong relationship with their clients and leads that they can predict needs on both sides and act swiftly to fulfill them.
Executive Recruiter Salary
An Executive Recruiter’s average salary will be between $83,000 and $116,000 annually in the U.S. The median is around $98,369.
What Is the Executive Recruiter Pay Difference by Location?
Location will affect an Executive Recruiter’s salary as follows:
|San Francisco, CA||$122,962|
|New York, NY||$118,338|
What Is the Executive Recruiter Pay Difference by Experience Level?
An Executive Recruiter’s salary will vary depending on experience as follows:
|Experience Level||Average Salary|
|< 1 year||$95,587|
Executive Recruiter Job Description Template
[Company Name] has a strong reputation as a specialized recruitment agency for top executives. To help us grow, we are looking for an Executive Recruiter to join our team, expand our client roster, and ensure the company’s continued success.
You must be a highly experienced Recruiter with a solid background in business and proficiency in working with top-level executives to fulfill their needs. You will have to understand the value of your network and will act as a respected and trusted partner to a long list of potential candidates.
You will join a highly professional team of recruiters whose sole aim is to nurture and grow long-term, beneficial, and successful client relationships.
Executive Recruiter Job Responsibilities
As an Executive Recruiter, you will be responsible for:
- Working with clients to understand, reflect, and respond to their hiring needs
- Identifying and approaching suitable candidates
- Assessing candidates for suitability
- Guiding candidates through application processes
- Onboarding candidates after placement
- Prospecting for new clients and closing new business
Required Skill Set
You need to possess the following qualifications, skills, and behaviors:
- Bachelor’s degree in Recruitment, HR, or a business discipline
- At least five years’ experience in senior-level recruitment
- Expert knowledge of interview, assessment, and verification processes
- Expert sales skills
- Excellent written and oral communication skills
- Client focus
- Proven ability to work under pressure in a competitive environment
Hiring Resources for Ambitious Companies
- The best candidates are just a click away with these top sourcing tools for recruiters
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- Make the best better and encourage the professional development of your team with employee review software
- First time growing your staff? Automate your daily administrative tasks with the best HR software solutions for small businesses on the market
- Automate the onboarding process and get new hires up to speed fast and without issue with the best onboarding software