Executive Recruiter (Leadership Hiring)

ZS is a place where passion changes lives. As a management consulting and technology firm focused on improving life and how we live it, we transform ideas into impact by bringing together data, science, technology and human ingenuity to deliver better outcomes for all. Here you'll work side-by-side with a powerful collective of thinkers and experts shaping life-changing solutions for patients, caregivers and consumers, worldwide. ZSers drive impact by bringing a client-first mentality to each and every engagement. We partner collaboratively with our clients to develop custom solutions and technology products that create value and deliver company results across critical areas of their business. Bring your curiosity for learning, bold ideas, courage and passion to drive life-changing impact to ZS.
Executive Recruiter (Leadership Hiring Specialist)
What You'll Do

• Own a portfolio of executive searches end to end - from intake and calibration through sourcing, candidate engagement, interview management, offer close, and post-search follow-up. This is a hands-on individual contributor role, not a coordination-only or strategy-only role
• Lead complex, business-critical searches at the partner/principal and senior-leadership level across consulting, technology, analytics, life sciences, and practice-specific roles. You will have real ownership and direct access to senior stakeholders - this is not a "post and pray" shop
• Run sharp intake and calibration discussions. Clarify the business problem the hire will solve, distinguish must-have leadership capabilities from trainable or nice-to-have skills, align on level and scope, and help hiring teams separate domain expertise from leadership capability
• Build targeted search strategies for each role. Convert intake notes into talent maps, competitor targets, title/keyword adjacencies, Boolean and X-ray strings, outreach angles, calibration slates, and clear timeline commitments
• Source with purpose. Go beyond LinkedIn InMails by using Boolean and X-ray techniques, competitor and org mapping, referral networks, executive and alumni communities, events, talent intelligence, and direct market engagement
• Engage passive senior and executive talent with credible, tailored messaging. Adapt ZS's story for leaders by connecting the role to problem complexity, client impact, growth, and leadership challenge
• Be a trusted advisor to hiring managers and senior leadership. Provide consultative talent acquisition guidance, ensure alignment to key company goals and initiatives, challenge assumptions on candidate profiles, and drive accountability on both the recruiting and business sides
• Manage requisition execution with discipline. Keep the ATS clean, track candidate movement, maintain clear next steps, manage interview logistics and evaluations across offices and time zones, and be ready to speak to pipeline health at any point
• Use data to drive decisions. Track funnel metrics, source effectiveness, response rates, qualified conversion, interview pass-through, offer acceptance, and candidate drop-off - then translate the data into recommendations that shape search strategy
• Collect and report activity and results to key stakeholders and peers. Build clear, consistent reporting that tells the story behind the numbers and keeps senior leaders informed on progress, risk, and market reality
• Problem-solve in real time. When a search stalls, diagnose why - profile, level, location, compensation, candidate messaging, interview latency, feedback quality, or stakeholder alignment - and bring practical options to move the search forward
• Collaborate across a high-performing TA team. Share talent maps, search strings, outreach examples, market intel, and lessons learned to help the team build repeatable approaches for hard-to-fill executive roles
• Contribute to team effectiveness while remaining delivery oriented. This may include mentoring junior recruiters, leading a sourcing experiment, improving a workflow, or creating reusable executive-recruiting tools - without stepping away from core requisition ownership

What You'll Bring

• BS/BA degree with a strong record of academic achievement required; advanced degree preferred
• 10+ years of progressive full-lifecycle recruiting experience, ideally in professional services, consulting, or other markets that demand senior and executive-level hiring. Proven experience recruiting at the partner/principal or senior-leadership level is strongly preferred
• A proven ability to carry and deliver against a heavy requisition load while maintaining quality, responsiveness, candidate experience, and stakeholder confidence
• Executive recruiting fluency. You know how to learn a role quickly, ask the right questions, and read complex job descriptions - translating them into searchable keywords, identifying title and skill adjacencies, and distinguishing true requirements from nice-to-have preferences
• Sourcing as a craft, not a checkbox. You have a toolkit that may include Boolean, X-ray, executive and niche communities, competitor and org intelligence, referrals, conference/event mapping, and personalized outreach - and you know when to use what
• Candidate engagement strength in competitive senior talent markets. You can craft messaging that feels specific, credible, and relevant rather than generic recruiter outreach
• Stakeholder fluency. You provide value-added, consultative service to senior leadership; you are comfortable pushing back on unrealistic profiles, coaching interviewers on process expectations, and adjusting your communication style for different audiences without lowering standards
• Data and analytics orientation. You can interpret funnel metrics, explain where a search is breaking down, and recommend actions based on evidence and market context. You bring strong reporting discipline - collecting, structuring, and communicating activity and results to stakeholders and peers
• Business curiosity. You want to understand why a role exists, how it fits the business, what problem the hire will solve, and what "great" actually looks like beyond the job description
• A problem-solving mindset. You do not just flag issues; you come with options. When a search is not working, you are already thinking about what to test next
• Operational discipline. You track your work, keep your ATS accurate, manage follow-ups, and can walk anyone through your pipeline without scrambling
• Communication range. You can move from a quick Teams nudge to a polished leadership update while keeping the message clear, practical, and client-first
• Comfort with ambiguity. Executive and specialty roles do not always come with a clear playbook. You are energized, not frustrated, by searches that require you to figure things out as you go
• Collaborative team mindset. You are willing to share market intelligence, help peers think through hard searches, and contribute to repeatable recruiting practices. Strong project management, organizational skills, and attention to detail round out the profile
• AI Fluency. You are leveraging AI in TA processes by proactively engaging with and assessing AI's ability to improve individual and team productivity

How you'll grow:

• Cross-functional skills development & custom learning pathways
• Milestone training programs aligned to career progression opportunities
• Internal mobility paths that empower growth via s-curves, individual contribution and role expansions

Perks & Benefits:
At ZS, your growth matters. We offer a comprehensive total rewards package that supports your health and well-being, financial future, time away, and professional development. With robust skills-building programs, multiple career progression paths, internal mobility, and a deeply collaborative culture, you'll have the opportunity to do meaningful work, expand your capabilities, and thrive as part of a global community. For details on total rewards in India , visit ZS India office locations | Where we work | ZS .
Hybrid working model:
We are committed to giving our employees a flexible and connected way of working. A flexible and connected ZS allows us to combine work from home and on-site presence at clients/ZS offices for the majority of our week. The magic of ZS culture and innovation thrives in both planned and spontaneous face-to-face connections.
Travel:
Travel is a requirement at ZS for client facing ZSers; business needs of your project and client are the priority. While some projects may be local, all client-facing ZSers should be prepared to travel as needed. Travel provides opportunities to strengthen client relationships, gain diverse experiences, and enhance professional growth by working in different environments and cultures.
Considering applying?
At ZS, we honor the visible and invisible elements of our identities, personal experiences, and belief systems-the ones that comprise us as individuals, shape who we are, and make us unique. We believe your personal interests, identities, and desire to learn are integral to your success here. We are committed to building a team that reflects a broad variety of backgrounds, perspectives, and experiences. Learn more about our inclusion and belonging efforts and the networks ZS supports to assist our ZSers in cultivating community spaces and obtaining the resources they need to thrive.
If you're eager to grow, contribute, and bring your unique self to our work, we encourage you to apply.
ZS is an equal opportunity employer and is committed to providing equal employment and advancement opportunities without regard to any class protected by applicable law.
To complete your application:
Candidates must possess or be able to obtain work authorization for their intended country of employment. An on-line application, including a full set of transcripts (official or unofficial), is required to be considered.
NO AGENCY CALLS, PLEASE.
Find Out More At:
www.zs.com