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Executive Recruiting Associate

You are tasked with the most important role of all; finding, vetting, and recruiting High-Performance Leaders.

Role Mission

The Executive Recruiting Associate is responsible for the dual-growth of the firm's client portfolio and its talent ecosystem. Your mission is to identify, engage, and place high-impact executives in roles where they can drive exponential value. An Executive Recruiting Associate owns the entire lifecycle: finding the High-Performance Organizations that need High-Performance Leaders, and finding the High-Performance Leaders that are excelling in their sector and industry. You manage the "Market-to-Placement" pipeline, serving as a Strategic Advisor to both the hiring companies and the elite candidates, ensuring a "7-star" transition for every leadership placement.

Key Responsibilities

Business Development & Client Stewardship

Market Origination: Identify and sign new search mandates with Tier-1 consulting firms, private equity groups, and high-growth tech companies.
Consultative Scoping: Work with hiring CEOs to define "Ideal Candidate Profiles" (ICPs) that go beyond technical skills to include cultural and servant-leadership alignment.
Account Management: Serve as the primary point of contact for clients, providing "Market Mapping" reports that show the competitive landscape of talent.

High-Stakes Talent Acquisition

Passive Candidate Hunting: Master the art of the "Headhunt"—identifying and cold-pitching executives who are currently successful and not actively seeking new roles.
Vetting & Behavioral Assessment: Conduct rigorous, multi-stage interviews to assess a candidate’s "Anticipatory Intelligence," track record of ROI, and leadership maturity.
Negotiation & Closing: Mediate complex compensation packages, including equity, bonuses, and non-compete clauses, ensuring a "Win-Win" for both parties.

AI-Augmented Recruiting Operations

Agentic Sourcing: Utilize AI-driven sourcing tools (e.g., LinkedIn Recruiter AI, Fetcher, or SeekOut) to automate the identification of niche talent pools.
Automated Outreach: Design and manage hyper-personalized, automated drip campaigns to maintain a "Warm Bench" of elite talent.
Data-Driven Matchmaking: Use the firm's internal data to predict "Candidate Flight Risk" and "Cultural Fit" using predictive analytics.

Brand & Relationship Advocacy

Candidate Experience: Ensure every candidate—whether placed or not—is treated with the radical hospitality and professionalism of the Marq Neasman brand.
Network Cultivation: Maintain a "Personal Gold Mine" of industry leaders, staying in touch through quarterly "Pulse Checks" even when no active mandate exists.

Core Competencies & Skills

Persuasive Communication: The ability to sell a vision to a cynical, high-earning executive in under three minutes.
High-Stakes Negotiation: Mastery of the psychological and financial levers involved in million-dollar compensation packages.
Sales Grit: The resilience to handle high-volume rejection and the persistence to close long-cycle executive searches.
Industry Fluency: A deep understanding of corporate structures, board governance, and C-suite hierarchies.
Discretion & Ethics: Absolute confidentiality in managing "Quiet Searches" for sensitive leadership transitions.

Key Performance Indicators (KPIs)

Placement Revenue: Achieve a minimum of $3 Million in billed placement fees annually.
Time-to-Fill: Complete executive searches within a 60-90 day window from mandate to signed offer.
Candidate Retention: Maintain a 95% retention rate for placed candidates through their first 12 months (The "Quality of Hire" metric).
Pipeline Velocity: Maintain a "Warm Bench" of at least 15+ "High-Performance Leaders" as candidates, per core functional area.

Qualifications

Experience: 8+ years in Executive Search or Technical Recruiting, with at least 3 years in a "Full-Desk" capacity (managing both clients and candidates).
Must have experience in Government, Higher Education, or Fortune 1000
Education: Bachelor’s degree in Business, Psychology, or Human Resources.
Track Record: Proven success in placing C-suite or VP-level roles with base salaries exceeding $250k+.
Technical Mastery: Expert proficiency in modern ATS (Applicant Tracking Systems) and AI-enabled sourcing platforms.