Executive Recruiter - Talent Strategist

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include only sections that have real specific content. We must not repeat job title. No Job ID etc. Remove boilerplate. Must preserve all substantive info. We need to parse the posting: It includes About Us, About The Company, Role Summary, What You'll Own (with subpoints), What We're Looking For, Tools & Tech, Why Fanatics Collectibles, Salary range, etc. We need to map to sections: About the role (maybe Role Summary). Responsibilities (What You'll Own). Requirements/Qualifications/Skills (What We're Looking For, Tools & Tech). Benefits (maybe not given explicitly; there is a link to benefits but no details; we should not create Benefits section unless posting actually states them. It only says "For information about our benefits, please visit ..." which is not stating benefits. So we should not include Benefits section. Pay: we have salary range: NYC Salary Range $188,750 - $220,000 USD. So we can include Pay section with that. Schedule: not mentioned, so omit. We also need to include maybe "About the Company" as part of About the role? The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should use those exact headings? It says e.g., so we can use those headings. We need to include sections only when posting has real specific content. So we can have:

About the role

(contains Role Summary and maybe About Us? Actually About the role likely corresponds to Role Summary). We'll put Role Summary content.

Responsibilities

(What You'll Own).

Requirements

(What We're Looking For). Could also split into Qualifications and Skills but we can combine? The instruction says prefer a few substantive sections over many thin ones. So we can have Requirements covering both qualifications and skills. Or we could have Qualifications and Skills separate if content distinct. But we have "What We're Looking For" includes experience, track record, LinkedIn expertise, executive presence, network, AI tools, EQ, location. Also "Tools & Tech" lists specific tools. Could treat Tools & Tech as Skills. So we could have:

Qualifications

(What We're Looking For)

Skills

(Tools & Tech) But we need to avoid thin sections. However both have substantive content. Could combine into Requirements. But the instruction says use headings like Requirements, Qualifications, Skills. It's okay to use either. I'd choose to have Requirements (covering What We're Looking For) and Skills (Tools & Tech). That seems reasonable. Pay section:

Pay

with salary range. We must not include Job ID etc. Also remove boilerplate like "Ensure your Fanatics job offer is legitimate..." etc. That's application instructions/scam warning; remove. Also remove "By submitting your application, you agree to our terms..." etc. Also remove "For information about our benefits, please visit..." (since we aren't including Benefits). Also remove "The salary range represents base pay only..." maybe part of Pay section? It is substantive about pay; we can include that detail in Pay section. We need to preserve ALL substantive information; do not invent or summarize away detail. So we need to keep the details from What You'll Own, What We're Looking For, Tools & Tech, etc. Must not lose any specifics. We must not repeat job title. The posting didn't explicitly give a job title but likely "Senior Talent Acquisition Partner, Executive Search" etc. Not present. So fine. We need to output only HTML fragment, no /, no markdown fences. Let's craft. First, About the role: combine About Us and About The Company and Role Summary? The About the role section likely should contain the role summary and maybe company context. We'll include the Role Summary paragraph and maybe a brief about the company? But we must preserve all substantive info; we can include About Us and About The Company as part of About the role? Might be okay but risk duplication. However the instruction: "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it." It doesn't forbid including company info in About the role. We'll include the Role Summary paragraph and maybe the About The Company paragraph as part of About the role. But we need to preserve all substantive info; we can include them as separate paragraphs under About the role. Let's extract: About Us Fanatics is building a leading global digital sports platform... (long paragraph). About The Company Fanatics Collectibles is a new company operating at the intersection... (paragraph). Role Summary Fanatics Collectibles is building the future... (paragraph). We'll keep all three paragraphs under About the role. Now Responsibilities: What You'll Own with bullet points. We need to convert each bullet into

inside

. The bullet points have sub-bullets? Actually each main bullet has multiple sentences; we can treat each main bullet as a list item. The content includes multiple sentences; we keep them as is inside
• . We'll need to preserve line breaks? Not needed. List: - Referral Management: Own, evolve, and grow the top-performer referral program — a key driver of our hiring network strategy. This is not a passive intake process: you actively cultivate referral sources, network them through Collectibles, and hold the program to a high standard. Manage every executive referral from first touch through disposition — ensure every referral is appropriately tracked and remains engaged throughout the process. Build and maintain an active bench — a curated roster of warmed, relationship-managed leaders across every key function. Continuously expand and strengthen the executive talent bench through ongoing relationship development and market mapping. Own the health and hygiene of executive referral data in Greenhouse CRM — profiles tagged, stages current, outreach logged. Deliver weekly reporting to TA and business leadership on talent coming in from our strategic talent network: screens completed, HM conversations, offers extended, and full pipeline disposition. - VP+ Full-Cycle Recruiting: Own end-to-end recruitment for some executive roles across all non-tech functions at Fanatics Collectibles — from kick-off through close. Leverage established talent pipelines and relationships to accelerate executive search efforts. Partner directly with C-suite and senior leadership to understand role requirements, success profiles, and the cultural bar for leadership hires. Maintain a deep, living bench of executive talent by function. Relationships are built and sustained through regular touchpoints. Lead and manage executive search firm partnerships — in partnership with finance, - scope engagement terms, set clear expectations, manage deliverables, and hold firms accountable to our hiring bar and timeline. Know when to run a search yourself through your own network and when to bring in a retained partner. Leverage LinkedIn Recruiter and LinkedIn Talent Insights to map executive talent markets, identify movement signals, and build targeted slates with conviction. Conduct executive-level screens and assessments; deliver polished, well-briefed candidate presentations to senior stakeholders. Lead complex offer negotiations and manage executive onboarding transitions in partnership with People Operations. - Executive Bench & Network Management: Manage the executive talent bench as a strategic organizational asset. Maintain active relationships with senior leaders across key functions, tracking movement, motivation, and availability. When a VP+ req opens, you will have candidates in queue ready to be considered. Activate and expand your network deliberately — referral sources, former colleagues, search firm contacts, industry events, and NYC’s sports and media community. Use LinkedIn Talent Insights and AI tools to generate market maps and competitive intelligence that sharpen search strategy and surface names your network hasn’t surfaced yet. Share executive talent signals and bench updates with TA and business leadership on a regular cadence — proactively, rather than only when a position becomes available. Surface names worth knowing, flag who’s on the move, and make the bench visible so leadership can engage it. We need to keep the dash after finance? There's a stray "-". We'll keep as is. Now Qualifications: What We're Looking For paragraph with bullet points numbered 1-? Actually it's a paragraph with bullet points each starting with a number. We'll convert to
  • . List: - 10+ years of talent acquisition experience with a majority focused on executive and VP+ recruiting — and a track record that shows relationship management and opportunistically identifying talent. - Track record of managing executive search firm relationships — you know how to get the most out of a retained search partner and how to make the relationship a successful partnership for all. - Deep LinkedIn Recruiter and LinkedIn Talent Insights expertise — you can run an executive talent market map from scratch and build a slate with conviction. - Strong executive presence and communication — you're comfortable in the room with C-suite stakeholders and can represent the TA function credibly at the highest levels. - An established executive network built on credibility, trust, and long-term professional relationships. You develop executive relationships over time and leverage those connections to support future hiring needs. - Experience with AI recruiting tools and genuine curiosity about how to deploy them in executive search. - Must have high EQ and discretion and have a genuine track record of adaptability and flexibility. - Based in New York City with deep market fluency and an existing network across NYC’s sports, media, consumer, or technology ecosystem. Now Skills: Tools & Tech list: LinkedIn Recruiter, LinkedIn Talent Insights, Greenhouse, AI Tools (Claude, ChatGPT, Glean or equivalent), Executive Search Firm Management, Slack, Airtable, Charthop. We'll make
    • each. Now Pay: We have salary range and additional note: "The salary range represents base pay only and does not include short-term or long-term incentive compensation. This salary range is specific to New York City and may not be applicable to other locations. When determining base pay, as part of a final compensation package, we consider several factors such as location, experience, qualifications, and training." We'll include that as paragraph(s) under Pay. We must not include Benefits section. Now ensure we don't include any boilerplate like "Ensure your Fanatics job offer is legitimate..." etc. Also remove "By submitting your application..." etc. Now produce HTML. We'll start with

      About the role

      then paragraphs. We need to preserve all substantive info; we must not lose any detail from About Us, About The Company, Role Summary. We'll combine them into maybe three

      elements. Let's copy the text exactly as given, but we need to ensure no extra spaces? We'll keep as is. About Us paragraph: "Fanatics is building a leading global digital sports platform. We ignite the passions of global sports fans and maximize the presence and reach for our hundreds of sports partners globally by offering products and services across Fanatics Commerce, Fanatics Collectibles, and Fanatics Betting & Gaming, allowing sports fans to Buy, Collect, and Bet. Through the Fanatics platform, sports fans can buy licensed fan gear, jerseys, lifestyle and streetwear products, headwear, and hardgoods; collect physical and digital trading cards, sports memorabilia, and other digital assets; and bet as the company builds its Sportsbook and iGaming platform. Fanatics has an established database of over 100 million global sports fans; a global partner network with approximately 900 sports properties, including major national and international professional sports leagues, players associations, teams, colleges, college conferences and retail partners, 2,500 athletes and celebrities, and 200 exclusive athletes; and over 2,000 retail locations, including its Lids retail stores. Our more than 22,000 employees are committed to relentlessly enhancing the fan experience and delighting sports fans globally." About The Company paragraph: "Fanatics Collectibles is a new company operating at the intersection of collectibles, culture, and technology. Backed