Lead Executive Recruiter
Truist · Charlotte, NC · 3 wk ago
Human ResourcesFull-time
We need to produce HTML fragment with sections: About the role? The description includes a paragraph describing role. Then responsibilities list (Essential Duties And Responsibilities). Then Qualifications (Required and Preferred). Then Benefits (General Description of Available Benefits). Also maybe Pay/Schedule not given, so omit. Also include maybe a short paragraph for metadata like Regular/Temporary, Language Fluency, Work Shift? The instruction: do NOT put Job ID/requisition numbers as headings — fold minor metadata into a short for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide which sections to include based on content.
We have: About the role (intro paragraph). Responsibilities (list). Qualifications (Required and Preferred). Benefits (description). Possibly Skills? Not explicit separate; qualifications cover skills. Could combine Required Qualifications as Requirements? The instruction: Use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can choose to include About the role, Responsibilities, Qualifications, Benefits. Possibly Requirements could be same as Qualifications? But we have both Required and Preferred qualifications; we could put Required under Requirements and Preferred under Qualifications? Or combine. Safer: Use Requirements for Required Qualifications, and Qualifications for Preferred? But they said prefer a few substantive sections over many thin ones. Could combine Required and Preferred under Qualifications heading, with subheadings? But we cannot add extra headings beyond those listed? Not prohibited but we should follow instruction: use
or drop it. So we can include a
with that metadata: Regular, English required, 1st shift (United States). Also note "Position has in office expectations and this is not a remote opportunity." That's substantive; include maybe in About the role paragraph. We must not repeat job title as heading. Use
for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide which sections to include based on content.
We have: About the role (intro paragraph). Responsibilities (list). Qualifications (Required and Preferred). Benefits (description). Possibly Skills? Not explicit separate; qualifications cover skills. Could combine Required Qualifications as Requirements? The instruction: Use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can choose to include About the role, Responsibilities, Qualifications, Benefits. Possibly Requirements could be same as Qualifications? But we have both Required and Preferred qualifications; we could put Required under Requirements and Preferred under Qualifications? Or combine. Safer: Use Requirements for Required Qualifications, and Qualifications for Preferred? But they said prefer a few substantive sections over many thin ones. Could combine Required and Preferred under Qualifications heading, with subheadings? But we cannot add extra headings beyond those listed? Not prohibited but we should follow instruction: use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but better to stick to those. We could have sections: About the role, Responsibilities, Qualifications, Benefits. That's four sections.
We need to preserve all substantive information. So include the intro paragraph, the note about in-office expectations, the regular/temporary, language fluency, work shift maybe as a short paragraph before About the role? Could be part of About the role.
We must not include boilerplate like EEO, Drug Free Workplace, etc. Remove those lines.
We must not include application instructions, need help, accommodation request etc. Remove those.
We must not include duplicated lines.
Let's extract content:
Intro: "Provides advanced expertise and leadership in talent acquisition, serving as a strategic advisor to business leaders on workforce planning, talent strategy, and market dynamics. Leads complex and high-impact recruiting initiatives, shapes talent acquisition practices across the division or department, and drives measurable improvements in hiring outcomes aligned with organizational priorities."
Then note: "****Position has in office expectations and this is not a remote opportunity.****"
Then Essential Duties And Responsibilities list (bullet points). We'll convert to - .
List items:
- Lead senior-level, executive, difficult-to-fill, and critical-role searches across multiple teams or job areas.
- Translate business, workforce, and succession needs into search strategies, leadership success profiles, target markets, and candidate value propositions.
- Advise senior leaders on talent availability, market conditions, competitive positioning, search risks, and selection considerations.
- Direct market mapping, talent intelligence, and targeted sourcing strategies for leadership talent.
- Manage high-touch and confidential relationships with senior and executive candidates.
- Exercises independent judgment and discretion on confidential, complex, and high-impact executive talent matters with significant organizational implications.
- Assess leadership capabilities, career experience, business impact, and alignment with role requirements.
- Present evidence-based candidate recommendations to senior decision-makers.
- Design structured interview, stakeholder-calibration, and selection processes.
- Partner with Compensation, HR, and business leaders on complex senior and executive offer strategies.
- Build leadership pipelines and external talent networks supporting executive, succession, and critical-talent needs.
- Manage executive search firms and evaluating their delivery, value, and outcomes.
- Improve executive-search practices, tools, processes, governance, metrics, and teammate capabilities.
Then Qualifications:
Required Qualifications:
- Bachelor’s degree or equivalent education, training, and work-related/business experience
- Minimum of 10 years of progressive recruiting experience, including senior or executive search and complex requisitions
- Demonstrated expertise in talent acquisition strategy, labor market analysis, and workforce planning support
- Advanced knowledge of recruiting processes, risk, and compliance
- Proven ability to influence senior leaders and drive improvements with measurable impact
- Proficiency in Microsoft Office suite, including Excel, PowerPoint, Word, and Access
Preferred Qualifications:
- Experience working in the financial services industry
- Professional certification in HR related discipline (e.g., PHR, SPHR, CIR, CDR)
- Previous recruiting experience in an OFCCP-regulated industry
- Expertise in using recruiting databases such as Workday, Phenom, and other platforms and internet mining techniques for passive candidate sourcing and talent pool building
- Experience working for an agency or recruiting search firm
Benefits:
General Description of Available Benefits for Eligible Employees of Truist Financial Corporation: All regular teammates (not temporary or contingent workers) working 20 hours or more per week are eligible for benefits, though eligibility for specific benefits may be determined by the division of Truist offering the position. Truist offers medical, dental, vision, life insurance, disability, accidental death and dismemberment, tax-preferred savings accounts, and a 401k plan to teammates. Teammates also receive no less than 10 days of vacation (prorated based on date of hire and by full-time or part-time status) during their first year of employment, along with 10 sick days (also prorated), and paid holidays. For more details on Truist’s generous benefit plans, please visit our Benefits site. Depending on the position and division, this job may also be eligible for Truist’s defined benefit pension plan, restricted stock units, and/or a deferred compensation plan. As you advance through the hiring process, you will also learn more about the specific benefits available for any non-temporary position for which you apply, based on full-time or part-time status, position, and division of work.
We should remove the sentence about visiting Benefits site? It's still substantive but maybe considered boilerplate? It's a reference; but it's part of benefits description. Probably keep.
We must not include EEO, Drug Free Workplace, etc.
Metadata: Regular or Temporary: Regular; Language Fluency: English (Required); Work Shift: 1st shift (United States of America). We can include a short paragraph:
Regular position; English required; 1st shift (United States).
Also include the in-office expectation note maybe as part of About the role.
Now construct HTML:
Regular position; English required; 1st shift (United States).
About the role
Provides advanced expertise and leadership in talent acquisition, serving as a strategic advisor to business leaders on workforce planning, talent strategy, and market dynamics. Leads complex and high-impact recruiting initiatives, shapes talent acquisition practices across the division or department, and drives measurable improvements in hiring outcomes aligned with organizational priorities. Position has in-office expectations and is not a remote opportunity.
Responsibilities
- Lead senior-level, executive, difficult-to-fill, and critical-role searches across multiple teams or job areas.
- Translate business, workforce, and succession needs into search strategies, leadership success profiles, target markets, and candidate value propositions.
- Advise senior leaders on talent availability, market conditions, competitive positioning, search risks, and selection considerations.
- Direct market mapping, talent intelligence, and targeted sourcing strategies for leadership talent.
- Manage high-touch and confidential relationships with senior and executive candidates.
- Exercises independent judgment and discretion on confidential, complex, and high-impact executive talent matters with significant organizational implications.
- Assess leadership capabilities, career experience, business impact, and alignment with role requirements.
- Present evidence-based candidate recommendations to senior decision-makers.
- Design structured interview, stakeholder-calibration, and selection processes.
- Partner with Compensation, HR, and business leaders on complex senior and executive offer strategies.
- Build leadership pipelines and external talent networks supporting executive, succession, and critical-talent needs.
- Manage executive search firms and evaluating their delivery, value, and outcomes.
- Improve executive-search practices, tools, processes, governance, metrics, and teammate capabilities.
Qualifications
Required
- Bachelor’s degree or equivalent education, training, and work-related/business experience
- Minimum of 10 years of progressive recruiting experience, including senior or executive search and complex requisitions
- Demonstrated expertise in talent acquisition strategy, labor market analysis, and workforce planning support
- Advanced knowledge of recruiting processes, risk, and compliance
- Proven ability to influence senior leaders and drive improvements with measurable impact
- Proficiency in Microsoft Office suite, including Excel, PowerPoint, Word, and Access
Preferred
- Experience working in the financial services industry
- Professional certification in HR related discipline (e.g., PHR, SPHR, CIR, CDR)
- Previous recruiting experience in an OFCCP-regulated industry
- Expertise in using recruiting databases such as Workday, Phenom, and other platforms and internet mining techniques for passive candidate sourcing and talent pool building
- Experience working for an agency or recruiting search firm
Benefits
All regular teammates (not temporary or contingent workers) working 20 hours or more per week are eligible for benefits, though eligibility for specific benefits may be determined by the division of Truist offering the position. Truist offers medical, dental, vision, life insurance, disability, accidental death and dismemberment, tax-preferred savings accounts, and a 401k plan to teammates. Teammates also receive no less than 10 days of vacation (prorated based on date of hire and by full-time or part-time status) during their first year of employment, along with 10 sick days (also prorated), and paid holidays. For more details on Truist’s generous benefit plans, please visit our Benefits site. Depending on the position and division, this job may also be eligible for Truist’s defined benefit pension plan, restricted stock units, and/or a deferred compensation plan. As you advance through the hiring process, you will also learn more about the specific benefits available for any non-temporary position for which you apply, based on full-time or part-time status, position, and division of work.
We used inside Qualifications; is that allowed? The instruction only says use for section headings. Using is a subheading; not prohibited but could be considered extra heading. Might be okay but to be safe we could avoid and just list Required and Preferred as paragraphs with bold text. Use
Required Qualifications:
then . Similarly for Preferred. That keeps only headings.
Let's adjust.
Thus final HTML:
Regular position; English required; 1st shift (United States).
About the role
Provides advanced expertise and leadership in talent acquisition, serving as a strategic advisor to business leaders on workforce planning, talent strategy, and market dynamics. Leads complex and high-impact recruiting initiatives, shapes
- .
List items:
- Lead senior-level, executive, difficult-to-fill, and critical-role searches across multiple teams or job areas.
- Translate business, workforce, and succession needs into search strategies, leadership success profiles, target markets, and candidate value propositions.
- Advise senior leaders on talent availability, market conditions, competitive positioning, search risks, and selection considerations.
- Direct market mapping, talent intelligence, and targeted sourcing strategies for leadership talent.
- Manage high-touch and confidential relationships with senior and executive candidates.
- Exercises independent judgment and discretion on confidential, complex, and high-impact executive talent matters with significant organizational implications.
- Assess leadership capabilities, career experience, business impact, and alignment with role requirements.
- Present evidence-based candidate recommendations to senior decision-makers.
- Design structured interview, stakeholder-calibration, and selection processes.
- Partner with Compensation, HR, and business leaders on complex senior and executive offer strategies.
- Build leadership pipelines and external talent networks supporting executive, succession, and critical-talent needs.
- Manage executive search firms and evaluating their delivery, value, and outcomes.
- Improve executive-search practices, tools, processes, governance, metrics, and teammate capabilities.
Then Qualifications:
Required Qualifications:
- Bachelor’s degree or equivalent education, training, and work-related/business experience
- Minimum of 10 years of progressive recruiting experience, including senior or executive search and complex requisitions
- Demonstrated expertise in talent acquisition strategy, labor market analysis, and workforce planning support
- Advanced knowledge of recruiting processes, risk, and compliance
- Proven ability to influence senior leaders and drive improvements with measurable impact
- Proficiency in Microsoft Office suite, including Excel, PowerPoint, Word, and Access
Preferred Qualifications:
- Experience working in the financial services industry
- Professional certification in HR related discipline (e.g., PHR, SPHR, CIR, CDR)
- Previous recruiting experience in an OFCCP-regulated industry
- Expertise in using recruiting databases such as Workday, Phenom, and other platforms and internet mining techniques for passive candidate sourcing and talent pool building
- Experience working for an agency or recruiting search firm
Benefits:
General Description of Available Benefits for Eligible Employees of Truist Financial Corporation: All regular teammates (not temporary or contingent workers) working 20 hours or more per week are eligible for benefits, though eligibility for specific benefits may be determined by the division of Truist offering the position. Truist offers medical, dental, vision, life insurance, disability, accidental death and dismemberment, tax-preferred savings accounts, and a 401k plan to teammates. Teammates also receive no less than 10 days of vacation (prorated based on date of hire and by full-time or part-time status) during their first year of employment, along with 10 sick days (also prorated), and paid holidays. For more details on Truist’s generous benefit plans, please visit our Benefits site. Depending on the position and division, this job may also be eligible for Truist’s defined benefit pension plan, restricted stock units, and/or a deferred compensation plan. As you advance through the hiring process, you will also learn more about the specific benefits available for any non-temporary position for which you apply, based on full-time or part-time status, position, and division of work.
We should remove the sentence about visiting Benefits site? It's still substantive but maybe considered boilerplate? It's a reference; but it's part of benefits description. Probably keep.
We must not include EEO, Drug Free Workplace, etc.
Metadata: Regular or Temporary: Regular; Language Fluency: English (Required); Work Shift: 1st shift (United States of America). We can include a short paragraph:
Regular position; English required; 1st shift (United States).
Also include the in-office expectation note maybe as part of About the role. Now construct HTML:Regular position; English required; 1st shift (United States).
About the role
Provides advanced expertise and leadership in talent acquisition, serving as a strategic advisor to business leaders on workforce planning, talent strategy, and market dynamics. Leads complex and high-impact recruiting initiatives, shapes talent acquisition practices across the division or department, and drives measurable improvements in hiring outcomes aligned with organizational priorities. Position has in-office expectations and is not a remote opportunity.
Responsibilities
- Lead senior-level, executive, difficult-to-fill, and critical-role searches across multiple teams or job areas.
- Translate business, workforce, and succession needs into search strategies, leadership success profiles, target markets, and candidate value propositions.
- Advise senior leaders on talent availability, market conditions, competitive positioning, search risks, and selection considerations.
- Direct market mapping, talent intelligence, and targeted sourcing strategies for leadership talent.
- Manage high-touch and confidential relationships with senior and executive candidates.
- Exercises independent judgment and discretion on confidential, complex, and high-impact executive talent matters with significant organizational implications.
- Assess leadership capabilities, career experience, business impact, and alignment with role requirements.
- Present evidence-based candidate recommendations to senior decision-makers.
- Design structured interview, stakeholder-calibration, and selection processes.
- Partner with Compensation, HR, and business leaders on complex senior and executive offer strategies.
- Build leadership pipelines and external talent networks supporting executive, succession, and critical-talent needs.
- Manage executive search firms and evaluating their delivery, value, and outcomes.
- Improve executive-search practices, tools, processes, governance, metrics, and teammate capabilities.
Qualifications
Required
- Bachelor’s degree or equivalent education, training, and work-related/business experience
- Minimum of 10 years of progressive recruiting experience, including senior or executive search and complex requisitions
- Demonstrated expertise in talent acquisition strategy, labor market analysis, and workforce planning support
- Advanced knowledge of recruiting processes, risk, and compliance
- Proven ability to influence senior leaders and drive improvements with measurable impact
- Proficiency in Microsoft Office suite, including Excel, PowerPoint, Word, and Access
Preferred
- Experience working in the financial services industry
- Professional certification in HR related discipline (e.g., PHR, SPHR, CIR, CDR)
- Previous recruiting experience in an OFCCP-regulated industry
- Expertise in using recruiting databases such as Workday, Phenom, and other platforms and internet mining techniques for passive candidate sourcing and talent pool building
- Experience working for an agency or recruiting search firm
Benefits
All regular teammates (not temporary or contingent workers) working 20 hours or more per week are eligible for benefits, though eligibility for specific benefits may be determined by the division of Truist offering the position. Truist offers medical, dental, vision, life insurance, disability, accidental death and dismemberment, tax-preferred savings accounts, and a 401k plan to teammates. Teammates also receive no less than 10 days of vacation (prorated based on date of hire and by full-time or part-time status) during their first year of employment, along with 10 sick days (also prorated), and paid holidays. For more details on Truist’s generous benefit plans, please visit our Benefits site. Depending on the position and division, this job may also be eligible for Truist’s defined benefit pension plan, restricted stock units, and/or a deferred compensation plan. As you advance through the hiring process, you will also learn more about the specific benefits available for any non-temporary position for which you apply, based on full-time or part-time status, position, and division of work.
We usedinside Qualifications; is that allowed? The instruction only says use
for section headings. Using
is a subheading; not prohibited but could be considered extra heading. Might be okay but to be safe we could avoid
and just list Required and Preferred as paragraphs with bold text. Use
Required Qualifications:
then- . Similarly for Preferred. That keeps only
headings. Let's adjust. Thus final HTML:
Regular position; English required; 1st shift (United States).
About the role
Provides advanced expertise and leadership in talent acquisition, serving as a strategic advisor to business leaders on workforce planning, talent strategy, and market dynamics. Leads complex and high-impact recruiting initiatives, shapes