Head of Recruiting, Communications, Brand, & Marketing

The shape of it

In the posting’s own words

In this role you will lead a team of experienced recruiters and be the main recruiting partner to the leaders of these functions and their operations partners. The team is seasoned, and each recruiter brings deep context on the business. From day one you have two first priorities: the team you manage and the leaders you support. You might spend one hour coaching a recruiter through a hard search and the next working with a senior leader on how their organization needs to grow.

What it asks for · 6

• You have managed recruiters, including senior recruiters, and maintained a strong team culture
• You have been the trusted recruiting partner to senior executives, and you can explain how you earned that trust.
• You run recruiting operations with rigor. You know your numbers, and your headcount and pipeline data hold up when someone checks them.
• You stay steady at a high pace for long stretches, and you keep your team steady too.
• You give and take direct feedback, and you handle hard conversations with care.
• You keep sensitive information confidential and use good judgment on sensitive searches.

Also a plus

• 10+ years of recruiting experience, including 5+ years managing recruiters or recruiting managers.
• Experience leading an executive search function, or owning a recruiting portfolio for Communications, Brand, Corporate Affairs, or Marketing.
• Experience supporting leaders whose work is public and high-stakes.
• Experience scaling a recruiting team at a fast-growing company.
• Fluency with recruiting systems and AI tools, and a record of teaching recruiters to use them well.

What the job covers

• Lead, coach, and retain a team of senior recruiters, with a focus on fast and timely feedback
• Build deep trust with the leaders of Communications, Brand, and Marketing. Learn what they need, raise hiring risks early, and push back when the plan and the market don't match.
• Run a tight operation. Own headcount plans, pipeline data, and reporting, and keep them accurate enough that leaders and operations partners can plan from them.
• Use data to show where each search stands, where it is stuck, and what it will take to close.
• Work with the operations partners for these teams on headcount, planning, and priorities, and treat them as true partners.
• Set one consistent process across the team: how a search runs, how interviews are structured, how data stays clean, and how recruiters use our systems and Claude workflows.
• Hire recruiters onto your own team, including specialists in communications and brand hiring.
• Partner with Compensation, Finance, People Partners, and Recruiting Operations so that candidates and hiring teams get a clear, fair process.

Tools and skills named

Words the posting leans on

• recruiters10×
• recruiting10×
• partners8×
• leaders7×
• operations6×
• data4×
• experience4×
• run4×
• search4×
• senior4×
• communications brand3×
• headcount3×
• keep3×
• marketing3×
• operations partners3×
• plan3×

Counted from the posting after the mission statement and the legal notices are set aside. The ones near the top are the ones a screener is looking for.

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