What are the responsibilities and job description for the Senior Leadership Recruiter position at ALG Senior?
Nature & scope
The Senior Executive Recruiter is responsible for leading full-cycle recruitment for executive and senior leadership roles across the organization. This role partners closely with executive leadership and hiring stakeholders to identify, attract, and secure top-tier leadership talent through proactive sourcing strategies, executive search methods, and direct headhunting. The Senior Executive Recruiter serves as a strategic advisor on leadership talent, succession needs, and market trends, ensuring a high-touch, confidential, and professional candidate experience.
Minimum eligibility requirements
- Bachelor’s degree in Human Resources, Business Administration, or a related field (required); Master’s degree preferred.
- 5 years of recruiting experience, with at least 3 years focused on executive, leadership, or specialized professional recruiting.
- Proven experience in executive search, headhunting, and passive candidate sourcing.
- Strong consultative skills with the ability to influence and partner with senior leaders.
- Excellent interviewing, assessment, and candidate evaluation skills.
- Demonstrated ability to manage multiple high-priority searches simultaneously.
- High level of professionalism, discretion, and confidentiality.
- Strong negotiation skills and experience supporting executive-level offer processes.
- Proficiency with ATS platforms, sourcing tools (e.g., LinkedIn Recruiter), and recruiting analytics.
- Knowledge of employment law, EEO, and fair hiring practices.
Essential Duties and Responsibilities
- Lead full-cycle executive recruitment for senior leadership and specialized roles, including intake, sourcing, screening, interviewing, offer negotiation, and onboarding support.
- Proactively source and headhunt high-caliber executive talent using networking, referrals, market mapping, competitive intelligence, and external search methods (LinkedIn Recruiter, industry networks, associations, etc.).
- Build and maintain a strong pipeline of passive leadership candidates for current and future roles.
- Partner with executive leaders and hiring managers to clarify role requirements, leadership competencies, and success profiles.
- Serve as a trusted advisor to leadership on talent market trends, compensation insights, competitive hiring intelligence, and recruitment strategy.
- Ensure a white-glove, high-touch candidate experience appropriate for executive-level recruitment.
- Maintain confidentiality and discretion when handling sensitive searches and leadership transitions.
- Develop and manage external recruiting partnerships and search firms as needed; evaluate ROI and effectiveness.
- Track recruitment metrics (time-to-fill, quality of hire, pipeline health) and provide regular updates to HR leadership and executive stakeholders.
- Ensure compliance with all applicable employment laws, internal policies, and data privacy requirements throughout the recruiting process.
- Contribute to employer branding and leadership talent marketing strategies.
- Support succession planning and long-term leadership workforce planning initiatives.
Physical/sensory requirement
Light work – Ability to exert up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or negligible amount of force constantly to life, carry, push, pull, or otherwise move objects.