Executive Recruiter

Role Mandate

This role is the senior search strategist for Everpure's most consequential leadership appointments. The Principal Executive Recruiter leads searches at the Director level and above across every function and every region, advising the Executive Leadership Team and functional leaders on Everpure’s executive talent needs. The mandate is to bring the rigor of a retained search firm, and the institutional insight only an internal partner can provide, to the leadership hires that determine how fully Everpure delivers its platform strategy as it moves from storage to enterprise data management for the AI era.

Business Context

Talent Drivers

Everpure's ability to execute its platform strategy is increasingly tied to:

• Leadership capacity to build and scale a platform-based, subscription-led enterprise
• Access to senior talent in highly contested markets across enterprise infrastructure, data platforms, AI and cloud, in every region where Everpure operates
• A consistent standard of mandate definition, assessment and offer construction across functions and geographies

Scope & Span

• Global ownership of executive searches at the Director level and above, across engineering, product, go-to-market, finance, operations and corporate functions
• Organization-agnostic remit, with a view of leadership demand and talent supply across the whole enterprise
• Advisory relationship with the Executive Leadership Team and functional leaders on talent strategy, market intelligence and leadership team design
• Close partnership with Total Rewards, HR Business Partners and the Talent Transformation team
• Responsibility for the disciplined, confidential use of AI in executive research, sourcing and analysis

Core Outcomes

Align Executive Search to the Platform Growth Strategy

• Translate enterprise strategy and organizational design into precise leadership mandates, with defined outcomes 
• Shape unsettled or evolving needs into defensible mandates rather than waiting for certainty
• Anticipate leadership capability gaps across the enterprise and inform how teams are assembled

Raise the Standard of Leadership Hiring

• Lead each search from strategic market mapping through appointment, with a rationale for every target company and talent pool, including adjacent industries and non-obvious sources of talent
• Assess candidates through structured, evidence-based methods and reconcile differing stakeholder views into clear, defensible decisions
• Build breadth of experience and background into every slate from the outset
• Structure and negotiate offers that reflect Everpure's total rewards philosophy, internal equity and executive leveling

Embed Search in the People Operating Model

• Develop each offer with Total Rewards, grounded in market data, leveling and internal equity, including across jurisdictions
• Work with HR Business Partners to reflect each organization's design, leadership dynamics and cultural context in mandates and assessment
• Support strategic succession planning by connecting external market intelligence to leadership continuity, so that the decision to hire externally is informed by the strength of the internal bench
• Align external search with internal succession, development and mobility in partnership with the Talent Transformation team

Build a High-Impact Search Practice

• Apply AI to broaden and sharpen research, market mapping and analysis, with the Search Partner's judgment determining who merits engagement
• Cultivate lasting relationships with senior leaders across Everpure's talent markets, so that its leadership brand is established before a role opens
• Contribute to the standards, tools and operating model of the Executive Search function, and mentor colleagues across Talent Acquisition

Leadership Imperatives

Strategic Counselor

Connects business strategy with leadership requirements and advises senior executives with independent judgment, including a willingness to challenge prevailing views.

Comfort with Ambiguity

Operates with composure and clarity where priorities shift and mandates are incomplete. Creates structure instead of waiting for it.

Bias for Action

Moves early and with purpose, anticipates obstacles and makes sound decisions on imperfect information. Pace is driven by judgment and conviction rather than haste.

Global Mindset

Approaches leadership talent without regional assumptions. Understands how executive markets, compensation norms and candidate motivations differ across geographies.

Executive Presence

Credible with the CEO, the Executive Leadership Team and Board audiences. Prepares analytical, decision-ready narratives.

Assessment Craft

Calibrated understanding of excellence at each leadership level and across functions. Applies structured, evidence-based assessment and holds the bar.

Market Authority

Credibility across multiple executive talent markets. Depth in enterprise technology is valued, and breadth across go-to-market, finance and corporate functions is a distinguishing strength.

AI Fluency

Practical use of AI-enabled research, sourcing and analysis, paired with sound judgment about its limits and a firm commitment to candidate and company confidentiality.

Cross-Functional Influencer

Builds alignment across executives, HR Business Partners, Total Rewards and Talent Transformation.

Search Leadership

Established record of executive search at the Director level and above, in a leading retained firm, an in-house retained practice or both, including multi-region searches and command of executive compensation, including equity.

Success Measures

• Performance and retention of appointed leaders at twelve and twenty-four months
• Executive and hiring manager confidence in mandate quality, slate quality and assessment
• Slates that reflect breadth of experience and background
• Offer acceptance rates for priority appointments
• Appointment timelines that meet business need without compromising assessment rigor
• Consistent search standards across functions and regions

Qualifications

• Experience: 8+ years of experience with executive searches (Director+) and 12+ total recruiting experience; both in-house as well as with one of the leading executive search firms
• Technical Domain Expertise: Proven experience recruiting executive talent in a highly technical and/or rapidly scaling environment (e.g., hardware, software, AI/ML, autonomous systems, high-growth tech).
• Communication: Exceptional written and verbal communication skills, with the ability to influence and present to C-level executives.
• Closing: Expert-level negotiation and closing skills, particularly for complex executive compensation packages.
• Executive Sourcing & Talent Mapping: Providing real-time competitive intelligence and talent benchmarking to the executive team, identifying shifts in the talent landscapes that may necessitate pivots. The ability to design and execute research strategies (sourcing) is a must.
• Education: Bachelor's degree Bonus Qualifications

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