Executive Search Sourcer / Researcher / Associate Recruiter

We need to output HTML fragment with sections: h3 for headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We need to include sections only when posting has real specific content. We need to preserve all substantive info, remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions). Also remove "Additional Information" maybe? It contains benefits and compensation etc. We need to extract benefits, pay, schedule if present. Let's parse the posting: Company Description: Publicis Groupe description. Overview: description of role. Responsibilities: list of key responsibilities. Qualifications: list of qualifications. Success in the First Year: maybe could be considered as additional expectations but not a standard heading; we could treat as part of Qualifications or maybe as a separate section like "Expectations" but not in allowed headings. The allowed headings are limited to those listed; we should not create extra headings. So we could incorporate Success in the First Year into Qualifications or Responsibilities? Probably better to add as a subsection under Qualifications? But we must not invent headings not allowed. We could include it as a

under Qualifications or maybe under a generic section like "Additional Information" but that's not allowed heading. The instruction: "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., meaning those are examples; we can use those headings if content exists. It doesn't forbid other headings, but says "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they expect us to use those headings where appropriate. We could also add "About the role" heading for overview. "Responsibilities". "Qualifications". "Benefits". "Pay". Possibly "Schedule" if present (not present). "Skills" maybe not explicit; we could omit if no specific skills list. We need to avoid repeating job title as heading. So we will not put a heading for the job title. We need to remove boilerplate: EEO, accommodation contact, etc. Also remove "Additional Information" heading? We'll incorporate its content into Benefits and Pay sections. We need to preserve all substantive info: company description, overview, responsibilities, qualifications, success in first year, benefits, compensation range, application deadline maybe? The instruction says remove application instructions. The deadline is not an instruction but maybe considered metadata; could be kept as a short p? It's not explicitly forbidden. It says "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it." So we can include deadline as a short p maybe under a generic section? But we don't have a heading for metadata. Could add a

after overview maybe. We must not include cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. So remove lines about Viva La Différence? That's actually part of company culture; maybe keep as part of company description? It's not boilerplate EEO; it's a motto. Could keep as part of company description. We need to output only HTML fragment, no /, no markdown fences. Let's craft:

About the role

Publicis Groupe is a global leader in communication ... (company description) ... Overview: We are seeking an Associate Executive Recruiter / Sourcer to support senior executive searches across marketing, consulting, professional services, technology, and adjacent industries. This individual will come from a retained search firm environment and bring strong experience executing executive searches from market mapping through candidate outreach, engagement, and process management. The ideal candidate is a highly driven talent researcher who knows how to identify senior leaders quickly, build targeted talent pools, and uncover non-obvious candidates beyond traditional advertising and agency networks. They will bring existing market maps, deep sourcing expertise, and the ability to move searches with speed and rigor.

But we might split company description and overview into separate paragraphs. Better:

About the role

Publicis Groupe is a global leader in communication and is positioned at every step of the value chain, from consulting to execution, combining marketing transformation and digital business transformation. Through a unified and fluid organization, Publicis Groupe partners with its clients across communication, media, data and technology to ensure access to the full breadth of capabilities in every market. Present in over 100 countries, Publicis Groupe employs around 103,000 professionals.

We are seeking an Associate Executive Recruiter / Sourcer to support senior executive searches across marketing, consulting, professional services, technology, and adjacent industries. This individual will come from a retained search firm environment and bring strong experience executing executive searches from market mapping through candidate outreach, engagement, and process management. The ideal candidate is a highly driven talent researcher who knows how to identify senior leaders quickly, build targeted talent pools, and uncover non-obvious candidates beyond traditional advertising and agency networks. They will bring existing market maps, deep sourcing expertise, and the ability to move searches with speed and rigor.

Then Responsibilities:

Responsibilities

• Lead talent mapping and candidate identification for executive searches across marketing, professional services, consulting, technology, commerce, AI, and related sectors
• Build and maintain robust pipelines of senior talent using advanced research methodologies, proprietary market maps, LinkedIn Recruiter, executive search databases, referrals, and direct outreach
• Drive executive search execution from kickoff through candidate delivery, ensuring strong project management, search momentum, and stakeholder communication throughout the process
• Identify emerging and modern marketing talent, including leaders who sit outside traditional agency ecosystems across brands, consulting firms, technology platforms, commerce businesses, and growth-stage companies
• Develop competitive intelligence, organizational mapping, succession insights, and talent landscape analyses to support recruiting strategies
• Partner closely with executive recruiters and hiring leaders to refine search strategies and continuously calibrate target talent pools
• At times, conduct initial candidate assessments and screening conversations, ahead of them meeting the executive search team

Qualifications:

Qualifications

• 5-10+ years of experience within an executive search firm, preferably supporting senior-level and executive searches
• Demonstrated experience recruiting within professional services, consulting, marketing, digital, technology, or customer-facing leadership functions
• Deep expertise in talent sourcing, executive research, market mapping, and candidate engagement
• Has independently managed significant portions of executive searches and understands how to maintain pace, quality, and candidate flow throughout a search
• Strong screening and assessment capabilities with the ability to identify leadership potential, organizational fit, and relevant experience
• Brings established talent maps, research methodologies, and networks that can be leveraged immediately
• Understands where modern marketing talent resides today, including consulting firms, technology companies, commerce platforms, digital product organizations, and high-growth businesses, not just traditional advertising agencies
• Naturally curious, highly resourceful, and energized by uncovering exceptional talent before competitors find them

Success in the First Year: Could be added as a

under Qualifications or as a separate section like "Expectations" but not allowed. Perhaps we can add a

Expectations

but not in list. Safer to incorporate into Qualifications as additional bullet points? But they are not qualifications but expectations. Could add a

First‑Year Goals

but not in allowed list. The instruction says "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't forbid other headings, but they gave examples. Safer to stick to those. We could add a

after Qualifications describing first-year expectations. Thus after Qualifications, add a

with the Success in the First Year content. Then Benefits: extract from Additional Information: "Our benefits package includes medical coverage, dental, vision, disability, 401K, as well as parental and family care leave, family forming assistance, tuition reimbursement, and flexible time off." Also earlier: "Publicis Groupe provides robust and inclusive benefit programs and policies..." We'll combine. Thus:

Benefits

• Medical coverage
• Dental
• Vision
• Disability
• 401(k)
• Parental and family care leave
• Family forming assistance
• Tuition reimbursement
• Flexible time off

Pay: Compensation Range: USD $110,000.00 - USD $180,000.00/NA. The "/NA" maybe a typo; we keep as is. Also note that they mention temporary roles etc. We'll include the range. Thus:

Pay

Compensation range: USD $110,000.00 – USD $180,000.00 (based on skills, qualifications, experience, and position requirements; subject to change).

Schedule: Not present, so omit. We also might include a short metadata paragraph for application deadline: "The Company anticipates the application deadline for this job posting will be 10/30/2026." Could be placed as a

after Pay or at end. But instruction: "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it." So we can include deadline as a short p. We must not include application instructions (like "please contact ..."). We should remove the EEO line and accommodation contact. Thus final HTML:

About the role

Publicis Groupe is a global leader in communication and is positioned at every step of the value chain, from consulting to execution, combining marketing transformation and digital business transformation. Through a unified and fluid organization, Publicis Groupe partners with its clients across communication, media, data and technology to ensure access to the full breadth of capabilities in every market. Present in over 100 countries, Publicis Groupe employs around 103,000 professionals.

We are seeking an Associate Executive Recruiter / Sourcer to support senior executive searches across marketing, consulting, professional services, technology, and adjacent industries. This individual will come from a retained search firm environment and bring strong experience executing executive searches from market mapping through candidate outreach, engagement, and process management. The ideal candidate is a highly driven talent researcher who knows how to identify senior leaders quickly, build targeted talent pools, and uncover non-obvious candidates beyond traditional advertising and agency networks. They will bring existing market maps, deep sourcing expertise, and the ability to move searches with speed and rigor.

Responsibilities

• Lead talent mapping and candidate identification for executive searches across marketing, professional services, consulting, technology, commerce, AI, and related sectors
• Build and maintain robust pipelines of senior talent using advanced research methodologies, proprietary market maps, LinkedIn Recruiter, executive search databases, referrals, and direct outreach
• Drive executive search execution from kickoff through candidate delivery, ensuring strong project management, search momentum, and stakeholder communication throughout the process
• Identify emerging and modern marketing talent, including leaders who sit outside traditional agency ecosystems across brands, consulting firms, technology platforms, commerce businesses, and growth-stage companies
• Develop competitive intelligence, organizational mapping, succession insights, and talent landscape analyses to support recruiting strategies
• Partner closely