Senior Executive Recruiter

As a Senior Executive Recruiter at Applied Intuition, your primary responsibilities include partnering with the company’s leadership to identify and attract top leadership talent, screening, and interviewing executive candidates, and program managing projects aimed at improving our recruiting processes. Additionally, you will engage with investors and analyze data metrics related to recruitment efforts to drive informed decisions.

To qualify for the Senior Executive Recruiter role at Applied Intuition, candidates should have at least 6 years of experience in recruiting for leadership roles, ideally within high-growth software startups. Strong organizational skills, excellent communication abilities, and the capability to build rapport with leadership and investors are also essential traits for success in this position.

Applied Intuition cultivates a vibrant and inclusive company culture that promotes innovation and collaboration. As a Senior Executive Recruiter, you will contribute to this culture by not only learning about it but also helping to shape it. The company values flexibility and encourages a startup-minded approach where your ideas and contributions will be valued.

The compensation package for the Senior Executive Recruiter position at Applied Intuition includes a base salary ranging from $146,000 to $212,000 annually, along with additional benefits such as equity options, comprehensive health coverage, retirement benefits with employer matching, and wellness stipends. This package aims to attract high-quality candidates while reflecting the value of the role.

Applied Intuition operates within various industries, including automotive, trucking, construction, and more. This diverse industry footprint allows the Senior Executive Recruiter to connect with a wide array of executive talent, enhancing your networking opportunities and making a significant impact on recruitment strategies across multiple sectors.

When building a pipeline for executive positions, focus on strategic networking and leveraging industry connections. Utilize platforms like LinkedIn, industry events, and referrals from trusted contacts. It's also crucial to engage with key stakeholders in the organizations to understand their specific needs and cultural fit.

Share a specific time when you faced a challenging recruitment scenario, perhaps due to high expectations or a limited talent pool. Discuss the strategies you implemented, such as innovative sourcing techniques or collaborative efforts with other teams, and highlight the successful outcome.

Key metrics you should track include time-to-fill, quality of hire, candidate satisfaction scores, offer acceptance rates, and diversity hiring metrics. Analyzing these data points allows you to identify trends, make data-driven decisions, and continuously improve the recruiting process.

Regular communication and feedback loops are essential to ensure alignment with leadership. Schedule consistent check-ins to discuss candidate profiles, expectations, and any adjustments needed in the search process. It's also helpful to provide regular updates on recruitment metrics to keep everyone informed.

To assess cultural fit, implement behavioral interview questions that reflect your company's values. Encourage candidates to share their experiences and how they align with the culture. Additionally, involving team members in the interview process can provide diverse perspectives on fit.

Handling rejections thoughtfully is vital for maintaining a positive employer brand. Provide constructive feedback, express gratitude for their interest, and keep the door open for future opportunities. This respectful approach can leave a lasting positive impression.

Diversity is fundamental to a successful recruiting strategy. It brings new perspectives and drives innovation. I prioritize diverse sourcing channels, create inclusive job descriptions, and ensure our interview panels reflect diversity to attract a broad spectrum of candidates.

Managing competing priorities requires strong organizational skills and clear communication. I prioritize tasks based on urgency and impact, and leverage project management tools to stay organized. Keeping lines of communication with stakeholders is essential to align on priorities.

Staying updated on industry trends involves active engagement with networks, attending industry webinars, following thought leaders on platforms like LinkedIn, and reading relevant publications. This knowledge allows me to bring fresh insights and best practices to the recruiting process.

I am motivated by the opportunity to shape the future of companies by connecting them with exceptional talent. The thrill of collaborating with leadership to identify the right fit and making a lasting impact on growth drives my passion for executive recruiting.