Executive & Strategic Recruiter

Location

• Remote (US or Canada), with regular collaboration across CSC Generation brands
• This role exists to find and close executive, strategic, and highly specialized hires across CSC Generation's portfolio — the kind of searches where the right candidate is passive, hard to find, and being courted by everyone else. As Executive & Strategic Recruiter , you will own end-to-end search strategy and execution, partnering directly with hiring executives to define roles, map talent, and close candidates who weren't looking.
• In the first 6–12 months, success means you have personally sourced and closed multiple senior-level searches, built a warm pipeline of high-value passive candidates, and established yourself as a trusted advisor to hiring executives across the portfolio.
• This is a lean team. You will own a lot, move fast, and make decisions with full end-to-end responsibility.
• Own end-to-end search strategy and execution for executive, strategic, and hard-to-fill roles across CSC Generation's portfolio brands and shared services, including sourcing approach, assessment criteria, and offer strategy in partnership with hiring executives.
• Proactively source passive candidates through direct outreach, competitive talent mapping, referral networks, and platforms like LinkedIn — going well beyond inbound applicant flow.
• Partner directly with hiring executives to define hard-to-articulate role profiles and translate them into actionable sourcing strategies.
• Close searches where the ideal candidate profile is narrow, such as roles requiring deep applied AI or data science experience.
• Build and maintain relationships with high-value passive candidates over time, even when there is no open role, so the pipeline is warm when the need arises.
• Manage confidential searches with judgment and discretion, including roles tied to organizational restructuring or leadership transitions.
• Provide market intelligence on talent availability and competitive hiring activity to inform how and where CSC Generation competes for talent.
• Demonstrated track record of sourcing and closing passive candidates for hard-to-fill executive or specialized roles — not just managing inbound pipelines. You have personally sourced and closed 10–15 or more senior-level searches in the last 12 months.
• Comfort operating with a high degree of autonomy, ambiguity, and direct executive access as an individual contributor.