Overview
Position Overview The Executive Recruiter is a senior strategic talent acquisition professional responsible for identifying, attracting, and securing exceptional leadership talent for Davis‑Standard’s most critical roles. Focused on Director and Vice President positions globally, this role manages all aspects of the executive recruiting lifecycle—ensuring the organization acquires leaders who accelerate performance, enable transformation, and strengthen succession depth. Reporting directly to the Chief Human Resources Officer (CHRO), the Executive Recruiter serves as a trusted advisor to the CHRO and senior business leaders, providing market insights, building high‑quality candidate pipelines, and driving disciplined, enterprise‑wide recruiting standards. This individual also leads the global implementation of best‑practice recruitment tools, including the Predictive Index (PI), to enhance assessment quality and hiring outcomes.
Responsibilities
Executive & Critical Role Recruitment (Primary Scope) Lead full‑cycle recruitment for critical roles including Director and Vice President roles as assigned across our global locations and functions. Develop targeted search strategies aligned with organizational priorities, capability requirements, and succession planning. Build and maintain pipelines of high‑performing leadership candidates using direct sourcing, networking, research, and market mapping. Conduct and facilitate comprehensive candidate assessments, competency interviews, and selection processes. Integrate Predictive Index (PI) behavioral and cognitive assessments into leadership evaluation, providing interpretation and insights to hiring leaders. Partner closely with the CHRO to understand leadership needs, talent gaps, and future organizational capabilities. Present high‑quality shortlists, talent insights, and recommendations to senior leadership. Ensure a high‑touch, professional candidate experience aligned with Davis‑Standard’s values and employment brand. Recruiting Standards & Global Process Leadership Develop and implement global standards for leadership recruitment, ensuring consistency in interview processes, PI usage, assessment rigor, and selection practices. Establish and train hiring managers on structured interviews and consistent interpretation of PI assessment results. Promote data‑driven decision‑making using PI and other leadership assessment tools. Evaluate and enhance recruiting systems, metrics, and processes to strengthen efficiency and talent outcomes. Ensure all processes adhere to global labor regulations and support Davis‑Standard’s DEI commitments. Serve as the internal PI subject matter expert for executive and critical role assessment. Partner with the CHRO to align PI profiles with leadership competency models and role requirements. Guide leaders in interpreting PI patterns, cognitive profiles, and role alignment. Use PI analytics to improve selection accuracy, reduce mis‑hires, and strengthen succession insights. Maintain PI assignment, reporting, and data quality standards across global searches. Talent Market Intelligence Conduct market mapping and targeted research to identify leadership talent in key industries. Provide insights on talent availability, executive compensation trends, and competitive leadership movements. Use PI benchmarks and talent data to inform long‑term workforce planning and leadership capability strategy. Employer Brand & Executive Experience Serve as an ambassador for Davis‑Standard in the external leadership market. Collaborate with HR and Communications to strengthen employer brand visibility targeted at leadership audiences. Ensure a confidential, seamless, and compelling experience for all Director‑ and VP‑level candidates. Qualifications
Required Bachelor’s degree in Human Resources, Business, or related field. 7+ years of experience recruiting senior leadership roles (Director, VP) in a global or multi‑site organization. Demonstrated success in direct sourcing and engaging senior‑level talent. Experience using behavioral and cognitive assessments in talent selection. Strong executive presence with the ability to influence senior leaders and drive decision‑making. Expertise in competency‑based interviewing and leadership evaluation. Ability to manage multiple leadership searches in a fast‑paced, dynamic environment. High discretion and sound judgment when handling confidential information. Preferred Experience with Predictive Index (PI)—assessment administration, interpretation, and coaching hiring managers. Background in industrial manufacturing, engineered products, or related sectors. Experience within private equity–backed organizations. International recruiting experience across North America, Europe, and/or Asia.
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Position Overview The Executive Recruiter is a senior strategic talent acquisition professional responsible for identifying, attracting, and securing exceptional leadership talent for Davis‑Standard’s most critical roles. Focused on Director and Vice President positions globally, this role manages all aspects of the executive recruiting lifecycle—ensuring the organization acquires leaders who accelerate performance, enable transformation, and strengthen succession depth. Reporting directly to the Chief Human Resources Officer (CHRO), the Executive Recruiter serves as a trusted advisor to the CHRO and senior business leaders, providing market insights, building high‑quality candidate pipelines, and driving disciplined, enterprise‑wide recruiting standards. This individual also leads the global implementation of best‑practice recruitment tools, including the Predictive Index (PI), to enhance assessment quality and hiring outcomes.
Responsibilities
Executive & Critical Role Recruitment (Primary Scope) Lead full‑cycle recruitment for critical roles including Director and Vice President roles as assigned across our global locations and functions. Develop targeted search strategies aligned with organizational priorities, capability requirements, and succession planning. Build and maintain pipelines of high‑performing leadership candidates using direct sourcing, networking, research, and market mapping. Conduct and facilitate comprehensive candidate assessments, competency interviews, and selection processes. Integrate Predictive Index (PI) behavioral and cognitive assessments into leadership evaluation, providing interpretation and insights to hiring leaders. Partner closely with the CHRO to understand leadership needs, talent gaps, and future organizational capabilities. Present high‑quality shortlists, talent insights, and recommendations to senior leadership. Ensure a high‑touch, professional candidate experience aligned with Davis‑Standard’s values and employment brand. Recruiting Standards & Global Process Leadership Develop and implement global standards for leadership recruitment, ensuring consistency in interview processes, PI usage, assessment rigor, and selection practices. Establish and train hiring managers on structured interviews and consistent interpretation of PI assessment results. Promote data‑driven decision‑making using PI and other leadership assessment tools. Evaluate and enhance recruiting systems, metrics, and processes to strengthen efficiency and talent outcomes. Ensure all processes adhere to global labor regulations and support Davis‑Standard’s DEI commitments. Serve as the internal PI subject matter expert for executive and critical role assessment. Partner with the CHRO to align PI profiles with leadership competency models and role requirements. Guide leaders in interpreting PI patterns, cognitive profiles, and role alignment. Use PI analytics to improve selection accuracy, reduce mis‑hires, and strengthen succession insights. Maintain PI assignment, reporting, and data quality standards across global searches. Talent Market Intelligence Conduct market mapping and targeted research to identify leadership talent in key industries. Provide insights on talent availability, executive compensation trends, and competitive leadership movements. Use PI benchmarks and talent data to inform long‑term workforce planning and leadership capability strategy. Employer Brand & Executive Experience Serve as an ambassador for Davis‑Standard in the external leadership market. Collaborate with HR and Communications to strengthen employer brand visibility targeted at leadership audiences. Ensure a confidential, seamless, and compelling experience for all Director‑ and VP‑level candidates. Qualifications
Required Bachelor’s degree in Human Resources, Business, or related field. 7+ years of experience recruiting senior leadership roles (Director, VP) in a global or multi‑site organization. Demonstrated success in direct sourcing and engaging senior‑level talent. Experience using behavioral and cognitive assessments in talent selection. Strong executive presence with the ability to influence senior leaders and drive decision‑making. Expertise in competency‑based interviewing and leadership evaluation. Ability to manage multiple leadership searches in a fast‑paced, dynamic environment. High discretion and sound judgment when handling confidential information. Preferred Experience with Predictive Index (PI)—assessment administration, interpretation, and coaching hiring managers. Background in industrial manufacturing, engineered products, or related sectors. Experience within private equity–backed organizations. International recruiting experience across North America, Europe, and/or Asia.
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