Executive Recruiter (Remote) - $200,000/year USD

About the role

This is not a traditional talent acquisition role. You will be responsible for closing the hardest requisitions in the portfolio: searches with tiny talent pools, process exceptions, previously failed searches, and stakeholders with conflicting criteria. You will work without a team or playbook, finding angles others have missed. You will use AI daily and build your own tools when you hit recurring problems, shipping fixes yourself rather than waiting on tickets.

What You Will Be Doing

• Closing the hardest requisitions in the portfolio: scarce talent pools, process exceptions, previously failed searches, and stakeholders who want different things
• Aligning executive stakeholders with conflicting criteria on one decision, and rebuilding trust with the few who have lost it, calibrated with leadership
• Fixing the system behind the failure: assessments that no longer separate strong candidates from weak ones, AI grading rules that have drifted, or job postings pulling the wrong audience
• Building point solutions in hours with Claude Code, Skills, Lovable, and MCPs (Model Context Protocol servers), then handing off whatever generalizes for engineering to harden
• Producing pipeline diagnoses, compensation benchmarking, and market-sizing analysis an executive can act on the same day
• Answering questions that arrive with half the information: a first name, no role, a half-remembered candidate. You work out who they mean, and you hold every open commitment on both sides until it closes

What You Won't Be Doing

• Spending your days reviewing resumes or running first-round screening interviews
• Waiting for stakeholders to ask for status updates
• Managing a team, running performance reviews, or owning headcount
• Rebuilding the same workaround for every new requisition
• Allowing non-compliant or risky hiring requests to pass unchallenged
• Working in an environment with close supervision or step-by-step instructions

Key Responsibilities

• Close the searches nobody else in the organization can close

Basic Requirements

• 8+ years in recruiting, talent acquisition, or executive search, with recent years concentrated in hard-to-fill or executive-level searches
• Hard-to-fill searches have been your normal book of work, end-to-end from intake through close, not the occasional exception
• Closed searches another recruiter or firm had already failed to fill, where you built the approach rather than running an existing playbook
• Worked directly with executive decision-makers as the accountable owner, and held a firm position with documentation when one disagreed
• Built or revised a hiring assessment using outcome data, not just administered one somebody else designed
• Use AI tools daily and can name a work product you made with them in the last three months. Building your own with Claude Code, low-code platforms, or agentic workflows counts for more than using a finished product
• Produced compensation benchmarking or market-sizing analysis for an executive audience
• Personally responsible for spotting US hiring compliance risk: pay bands, worker classification, or pay transparency rules
• Have written artifacts that others used: an SOP, process document, or post-mortem
• At least 6 hours per weekday overlapping US business hours

Nice-to-have Requirements

• Iterated a system through several rounds against real performance or retention data, not a single build and ship
• Talent acquisition or executive search inside a private equity or venture-backed operator, or a multi-business holding company
• Been the person other recruiters escalated their stuck searches to

Pay

• $100 USD/hour, equating to $200,000 USD/year assuming 40 hours per week and 50 weeks per year
• Payment period is weekly

Schedule

• Full-time (40 hours per week), long-term position
• At least 6 hours per weekday overlapping US business hours
• Position is immediately available