Identify, attract, evaluate, and present top-tier candidates from both local and international markets for strategic positions, ensuring alignment with the client's cultural and competency requirements.
Key Responsibilities
Manage the full recruitment cycle (end-to-end executive search process).
Conduct talent mapping and direct headhunting in local and global markets.
Build and maintain strong client relationships, gaining a deep understanding of their needs.
Interview high-level candidates (in English and Spanish), assessing technical skills, leadership abilities, and cultural fit.
Prepare and present executive candidate reports and recommendations.
Negotiate offers and support the closing process with selected candidates.
Keep the talent database and strategic network updated.
Perform salary benchmarking and market intelligence for clients.
Ensure confidentiality, ethics, and professionalism throughout the recruitment process.
Requirements
Education:
Bachelor's degree in Psychology, Business Administration, International Relations, Human Resources, or related fields.
A postgraduate degree or certification in Human Resources, Business, or Coaching is desirable.
Languages:
Advanced English (oral and written, mandatory).
Native-level Spanish (or equivalent).
Experience:
3–5 years in executive search, headhunting, or specialized recruitment.
Proven experience in sourcing bilingual/multicultural executive talent.
Familiarity with competency-based interviews and assessment methodologies (e.g., STAR, BEI).
Skilled in negotiating with candidates and clients in both English and Spanish.
Skills & Competencies:
Strong communication and persuasive abilities.
Effective negotiation and objection-handling skills.
Market mapping and research capabilities.
Organizational skills and ability to manage multiple processes simultaneously.
Strategic networking and relationship-building.
High ethical standards and confidentiality.
Results-driven, goal-oriented mindset.
Success Indicators (KPIs)
Average time-to-fill for executive roles.
Quality of shortlisted candidates (fit rate and acceptance rate).
Client satisfaction (internal/external).
Retention rate of placed candidates at 6 and 12 months.
Growth and strength of professional network and talent database.
Key Challenges
Attracting scarce or passive talent in competitive markets.
Adapting to evolving client and industry demands.
Managing confidential and high-level executive searches.
Competing with other executive search firms and in-house recruitment teams.
Recuerda que ningún reclutador puede pedirte dinero a cambio de una entrevista o un puesto. Asimismo, evita realizar pagos o compartir información financiera con las empresas.