Position Objective

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.