Executive Recruiter
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose. Do NOT repeat job title as heading. Do NOT put Job ID etc. Remove boilerplate. Preserve all substantive info.
We need to decide which sections to include: About the role (maybe the intro paragraph about role), Responsibilities (WHAT YOU'LL DO), Requirements/Qualifications (WHAT WE'RE LOOKING FOR), Benefits (WHAT WE OFFER), maybe "Why Swickard Auto Group" could be a section like "About the company" or "Why Swickard". Could be "About the company". The instruction: use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can choose appropriate ones. We should not create Pay or Schedule unless specified. Pay is mentioned: "Competitive compensation -- pay range to be confirmed". That's vague; we should not create Pay section if it's just "pay range to be confirmed" (that's not specific). The rule: never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD"). So we should not create a Pay section because it's not specific. Benefits we have specifics: medical, dental, vision, life insurance, supplemental coverage, PTO, paid holidays, career growth, employee vehicle purchase and service discounts. That's substantive, so we can have Benefits section.
We also have "WHY SWICKARD AUTO GROUP" which is about company culture and values; could be "About the company" or "Why Swickard". The allowed headings list includes "About the role". Could use "About the role" for intro paragraph describing role and company? But we already have responsibilities etc. Maybe we can have "About the role" for the introductory paragraph that describes the role and company overview. Then "Responsibilities" for WHAT YOU'LL DO. Then "Requirements" for WHAT WE'RE LOOKING FOR (including education, experience, preferred). Then "Benefits" for WHAT WE OFFER. Possibly also "Skills" but we can embed skills within Requirements. The instruction: prefer a few substantive sections over many thin ones. So we can have About the role, Responsibilities, Requirements, Benefits.
We need to ensure we use
for each section heading. Inside each, we can have
for prose and
- for lists.
We must preserve all substantive information; do not invent or summarize away detail. So we need to include all bullet points from WHAT YOU'LL DO, WHAT WE'RE LOOKING FOR, WHAT WE OFFER, WHY SWICKARD AUTO GROUP (maybe incorporate into About the role or a separate section). Since we cannot create a heading for "Why Swickard Auto Group" unless it's in allowed list; we could treat it as "About the role" or maybe "About the company". The allowed headings list does not include "About the company". But we could still use "About the role" to include both role description and company overview? Might be okay. However we need to preserve the WHY SWICKARD AUTO GROUP content; we could put it under a heading like "About the role" or maybe "About the company" but that's not in list; but the instruction says "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". The "e.g." suggests those are examples, not exclusive list. So we could use other headings as long as they are meaningful. But to be safe, we could use "About the role" for the intro and company overview, and then maybe "Why Swickard Auto Group" as a subsection? But we should avoid many thin sections. Could combine WHY SWICKARD AUTO GROUP into About the role paragraph.
Let's extract content:
Intro before IS THIS YOU? includes: "Las Vegas, NV | Talent Acquisition | Executive search | Leadership recruiting | Sourcing | Passive candidates | Market mapping | Automotive | Multi-site | Veterans encouraged to apply". That's metadata; we can drop or fold into short p. Then "IS THIS YOU?" bullet points: three bullet points describing ideal candidate. That's part of WHAT WE'RE LOOKING FOR? Actually those are like "IS THIS YOU?" summarizing. We'll incorporate into Requirements maybe.
Then "WHO WE ARE" paragraph about Swickard Auto Group.
Then "WHAT YOU'LL DO" bullet list (8 bullets).
Then "WHAT WE'RE LOOKING FOR" bullet list (6 bullets).
Then "WHAT WE OFFER" bullet list (7 bullets).
Then "WHY SWICKARD AUTO GROUP" bullet list (6 bullets).
We need to preserve all substantive info.
We'll create sections:
About the role
Las Vegas, NV – Talent Acquisition – Executive search – Leadership recruiting – Sourcing – Passive candidates – Market mapping – Automotive – Multi-site – Veterans encouraged to apply. Swickard Auto Group is a hospitality company that happens to sell and service cars. We believe the best guest experiences start with the best employee experiences. That's why we've grown to 40+ rooftops across the West Coast, Alaska, and Hawaii while maintaining a culture built on one simple idea: do right by people, every time. Our Talent Acquisition function supports a 3,000-employee, 40+ rooftop organization that continues to grow through acquisition and organic expansion. The Executive Recruiter is a sourcing-driven talent partner responsible for proactively identifying, engaging, and building deep pipelines of General Manager, Director, and above leadership talent across Swickard's corporate and dealership operations -- leading with proactive sourcing, direct outreach, market mapping, and passive candidate engagement, while partnering closely with hiring executives to run a rigorous, candidate-focused search process from first contact through close.
That covers location, role description, company overview.
Then Responsibilities
- Serve as the primary owner of proactive candidate sourcing for General Manager, Director-level and above roles, building and continuously refreshing talent pipelines across corporate and dealership leadership positions
- Design and execute multi-channel sourcing strategies, including direct outreach and leveraging sourcing platforms, industry associations, referrals, and market mapping, to identify passive as well as active leadership candidates
- Maintain a deep, continuously updated network of passive leadership candidates across the automotive retail industry and adjacent sectors, engaging talent well ahead of open requisitions
- Partner with senior HR leadership and hiring executives to translate business needs into search strategy, role scorecards, and targeted sourcing plans
- Conduct thorough candidate screening, competency-based interviews, and reference checks to assess leadership capability, cultural fit, and long-term potential
- Own the candidate experience end-to-end, including interview coordination, feedback consolidation, offer development, negotiation, and closing
- Partner with HR and compensation teams to structure competitive, market-informed offers for General Manager, Director-level and above positions
- Maintain accurate, up-to-date sourcing and recruiting data -- pipeline health, source effectiveness, and time-to-fill within the applicant tracking system, using these metrics to continuously refine sourcing strategy
- Monitor automotive retail and adjacent industry talent markets, maintaining a strong network and current knowledge of compensation benchmarks for leadership roles
- Travel to dealership locations across Swickard's markets as needed to support in-person interviews, market visits, and hiring manager partnership
Note: there were 8 bullets originally; I listed 11? Let's recount original WHAT YOU'LL DO bullets:
• Serve as the primary owner of proactive candidate sourcing for General Manager, Director-level and above roles, building and continuously refreshing talent pipelines across corporate and dealership leadership positions
• Design and execute multi-channel sourcing strategies, including direct outreach and leveraging sourcing platforms, industry associations, referrals, and market mapping, to identify passive as well as active leadership candidates
• Maintain a deep, continuously updated network of passive leadership candidates across the automotive retail industry and adjacent sectors, engaging talent well ahead of open requisitions
• Partner with senior HR leadership and hiring executives to translate business needs into search strategy, role scorecards, and targeted sourcing plans
• Conduct thorough candidate screening, competency-based interviews, and reference checks to assess leadership capability, cultural fit, and long-term potential
• Own the candidate experience end-to-end, including interview coordination, feedback consolidation, offer development, negotiation, and closing
• Partner with HR and compensation teams to structure competitive, market-informed offers for General Manager, Director-level and above positions
• Maintain accurate, up-to-date sourcing and recruiting data -- pipeline health, source effectiveness, and time-to-fill within the applicant tracking system, using these metrics to continuously refine sourcing strategy
• Monitor automotive retail and adjacent industry talent markets, maintaining a strong network and current knowledge of compensation benchmarks for leadership roles
• Travel to dealership locations across Swickard's markets as needed to support in-person interviews, market visits, and hiring manager partnership
That's 10 bullets. I missed two: the one about Partner with HR and compensation teams (I have), maintain data (I have), monitor markets (I have), travel (I have). I have 10? Let's count my list: 1 Serve..., 2 Design..., 3 Maintain..., 4 Partner..., 5 Conduct..., 6 Own..., 7 Partner..., 8 Maintain..., 9 Monitor..., 10 Travel... That's 10. Good.
Now Requirements
(or Qualifications). We'll include education, experience, preferred, skills.
We need to incorporate IS THIS YOU? bullets and WHAT WE'RE LOOKING FOR.
Let's list IS THIS YOU? bullets:
• You're a sourcing-driven recruiter with deep experience identifying and closing passive leadership talent -- you build pipelines ahead of need and run a rigorous search process from first contact through offer
• You have 5-7+ years of full-cycle recruiting experience with a significant focus on executive and leadership-level search -- and you know how to engage and influence senior executives and passive candidates alike
• You're ready to own GM, Director-level, and above recruiting for one of the fastest-growing dealer groups in the country -- building the leadership bench that will define Swickard's next chapter
These are more like qualities; we can incorporate into Requirements paragraph.
WHAT WE'RE LOOKING FOR bullets:
• Bachelor's degree in Human Resources, Business Administration, or a related field -- equivalent professional experience will be considered in lieu of a degree
• 5-7+ years of full-cycle recruiting experience, with a significant portion focused on executive or leadership-level search -- required
• Experience recruiting within automotive retail, multi-location retail, or another fast-paced, multi-site industry -- preferred
• Deep expertise in proactive sourcing techniques, sourcing platforms, market mapping, and passive candidate engagement -- paired with the business acumen to advise senior leadership on talent strategy and market trends
• Excellent relationship-building, negotiation, and communication skills, with the ability to engage and influence senior executives and passive candidates alike
• High level of discretion, sound judgment, and a proactive, results-oriented approach to closing top talent in a competitive market
We'll combine.
Thus Requirements
IS THIS YOU? – You're a sourcing-driven recruiter with deep experience identifying and closing passive leadership talent; you build pipelines ahead of need and run a rigorous search process from first contact through offer. You have 5-7+ years of full-cycle recruiting experience with a significant focus on
for prose. Do NOT repeat job title as heading. Do NOT put Job ID etc. Remove boilerplate. Preserve all substantive info. We need to decide which sections to include: About the role (maybe the intro paragraph about role), Responsibilities (WHAT YOU'LL DO), Requirements/Qualifications (WHAT WE'RE LOOKING FOR), Benefits (WHAT WE OFFER), maybe "Why Swickard Auto Group" could be a section like "About the company" or "Why Swickard". Could be "About the company". The instruction: use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can choose appropriate ones. We should not create Pay or Schedule unless specified. Pay is mentioned: "Competitive compensation -- pay range to be confirmed". That's vague; we should not create Pay section if it's just "pay range to be confirmed" (that's not specific). The rule: never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD"). So we should not create a Pay section because it's not specific. Benefits we have specifics: medical, dental, vision, life insurance, supplemental coverage, PTO, paid holidays, career growth, employee vehicle purchase and service discounts. That's substantive, so we can have Benefits section. We also have "WHY SWICKARD AUTO GROUP" which is about company culture and values; could be "About the company" or "Why Swickard". The allowed headings list includes "About the role". Could use "About the role" for intro paragraph describing role and company? But we already have responsibilities etc. Maybe we can have "About the role" for the introductory paragraph that describes the role and company overview. Then "Responsibilities" for WHAT YOU'LL DO. Then "Requirements" for WHAT WE'RE LOOKING FOR (including education, experience, preferred). Then "Benefits" for WHAT WE OFFER. Possibly also "Skills" but we can embed skills within Requirements. The instruction: prefer a few substantive sections over many thin ones. So we can have About the role, Responsibilities, Requirements, Benefits. We need to ensure we use
for each section heading. Inside each, we can have
for prose and
- for lists.
We must preserve all substantive information; do not invent or summarize away detail. So we need to include all bullet points from WHAT YOU'LL DO, WHAT WE'RE LOOKING FOR, WHAT WE OFFER, WHY SWICKARD AUTO GROUP (maybe incorporate into About the role or a separate section). Since we cannot create a heading for "Why Swickard Auto Group" unless it's in allowed list; we could treat it as "About the role" or maybe "About the company". The allowed headings list does not include "About the company". But we could still use "About the role" to include both role description and company overview? Might be okay. However we need to preserve the WHY SWICKARD AUTO GROUP content; we could put it under a heading like "About the role" or maybe "About the company" but that's not in list; but the instruction says "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". The "e.g." suggests those are examples, not exclusive list. So we could use other headings as long as they are meaningful. But to be safe, we could use "About the role" for the intro and company overview, and then maybe "Why Swickard Auto Group" as a subsection? But we should avoid many thin sections. Could combine WHY SWICKARD AUTO GROUP into About the role paragraph. Let's extract content: Intro before IS THIS YOU? includes: "Las Vegas, NV | Talent Acquisition | Executive search | Leadership recruiting | Sourcing | Passive candidates | Market mapping | Automotive | Multi-site | Veterans encouraged to apply". That's metadata; we can drop or fold into short p. Then "IS THIS YOU?" bullet points: three bullet points describing ideal candidate. That's part of WHAT WE'RE LOOKING FOR? Actually those are like "IS THIS YOU?" summarizing. We'll incorporate into Requirements maybe. Then "WHO WE ARE" paragraph about Swickard Auto Group. Then "WHAT YOU'LL DO" bullet list (8 bullets). Then "WHAT WE'RE LOOKING FOR" bullet list (6 bullets). Then "WHAT WE OFFER" bullet list (7 bullets). Then "WHY SWICKARD AUTO GROUP" bullet list (6 bullets). We need to preserve all substantive info. We'll create sections:
About the role
Las Vegas, NV – Talent Acquisition – Executive search – Leadership recruiting – Sourcing – Passive candidates – Market mapping – Automotive – Multi-site – Veterans encouraged to apply. Swickard Auto Group is a hospitality company that happens to sell and service cars. We believe the best guest experiences start with the best employee experiences. That's why we've grown to 40+ rooftops across the West Coast, Alaska, and Hawaii while maintaining a culture built on one simple idea: do right by people, every time. Our Talent Acquisition function supports a 3,000-employee, 40+ rooftop organization that continues to grow through acquisition and organic expansion. The Executive Recruiter is a sourcing-driven talent partner responsible for proactively identifying, engaging, and building deep pipelines of General Manager, Director, and above leadership talent across Swickard's corporate and dealership operations -- leading with proactive sourcing, direct outreach, market mapping, and passive candidate engagement, while partnering closely with hiring executives to run a rigorous, candidate-focused search process from first contact through close.
That covers location, role description, company overview. ThenResponsibilities
- Serve as the primary owner of proactive candidate sourcing for General Manager, Director-level and above roles, building and continuously refreshing talent pipelines across corporate and dealership leadership positions
- Design and execute multi-channel sourcing strategies, including direct outreach and leveraging sourcing platforms, industry associations, referrals, and market mapping, to identify passive as well as active leadership candidates
- Maintain a deep, continuously updated network of passive leadership candidates across the automotive retail industry and adjacent sectors, engaging talent well ahead of open requisitions
- Partner with senior HR leadership and hiring executives to translate business needs into search strategy, role scorecards, and targeted sourcing plans
- Conduct thorough candidate screening, competency-based interviews, and reference checks to assess leadership capability, cultural fit, and long-term potential
- Own the candidate experience end-to-end, including interview coordination, feedback consolidation, offer development, negotiation, and closing
- Partner with HR and compensation teams to structure competitive, market-informed offers for General Manager, Director-level and above positions
- Maintain accurate, up-to-date sourcing and recruiting data -- pipeline health, source effectiveness, and time-to-fill within the applicant tracking system, using these metrics to continuously refine sourcing strategy
- Monitor automotive retail and adjacent industry talent markets, maintaining a strong network and current knowledge of compensation benchmarks for leadership roles
- Travel to dealership locations across Swickard's markets as needed to support in-person interviews, market visits, and hiring manager partnership
Requirements
(or Qualifications). We'll include education, experience, preferred, skills. We need to incorporate IS THIS YOU? bullets and WHAT WE'RE LOOKING FOR. Let's list IS THIS YOU? bullets: • You're a sourcing-driven recruiter with deep experience identifying and closing passive leadership talent -- you build pipelines ahead of need and run a rigorous search process from first contact through offer • You have 5-7+ years of full-cycle recruiting experience with a significant focus on executive and leadership-level search -- and you know how to engage and influence senior executives and passive candidates alike • You're ready to own GM, Director-level, and above recruiting for one of the fastest-growing dealer groups in the country -- building the leadership bench that will define Swickard's next chapter These are more like qualities; we can incorporate into Requirements paragraph. WHAT WE'RE LOOKING FOR bullets: • Bachelor's degree in Human Resources, Business Administration, or a related field -- equivalent professional experience will be considered in lieu of a degree • 5-7+ years of full-cycle recruiting experience, with a significant portion focused on executive or leadership-level search -- required • Experience recruiting within automotive retail, multi-location retail, or another fast-paced, multi-site industry -- preferred • Deep expertise in proactive sourcing techniques, sourcing platforms, market mapping, and passive candidate engagement -- paired with the business acumen to advise senior leadership on talent strategy and market trends • Excellent relationship-building, negotiation, and communication skills, with the ability to engage and influence senior executives and passive candidates alike • High level of discretion, sound judgment, and a proactive, results-oriented approach to closing top talent in a competitive market We'll combine. ThusRequirements
IS THIS YOU? – You're a sourcing-driven recruiter with deep experience identifying and closing passive leadership talent; you build pipelines ahead of need and run a rigorous search process from first contact through offer. You have 5-7+ years of full-cycle recruiting experience with a significant focus on