Principal Executive Recruiter, Zoox

• This role requires a proven track record of successfully executing searches for senior level roles, managing complex stakeholder relationships, and thriving in a fast-paced, high-growth environment
• Experience: 8+ years of recruiting experience, with at least 3-5 years focused on senior level searches
• Domain Expertise: Proven experience recruiting executive talent in a highly technical and/or rapidly scaling environment (e.g., hardware, software, AI/ML, autonomous systems, high-growth tech)
• Communication: Exceptional written and verbal communication skills, with the ability to influence and present to C-level executives
• Negotiation: Expert-level negotiation and closing skills, particularly for complex executive compensation packages
• Executive Sourcing & Talent Mapping: Demonstrated expertise in proactive candidate sourcing, including developing and maintaining complex talent maps and pipelines for future leadership needs
• Education: Bachelor's degree or equivalent practical experience

Desirable

• We are seeking an experienced and strategic Executive Recruiter to join the Talent team at Zoox
• In this critical role, you will be responsible for identifying, attracting, and hiring exceptional, world-class executive talent to lead and grow our revolutionary autonomous mobility company
• End-to-End Recruitment: Own and drive the entire executive recruitment lifecycle, from initial strategy meeting to candidate offer and closing, ensuring a seamless and high-touch experience for all executive candidates
• Market Mapping & Sourcing: Develop sophisticated, data-driven market maps of executive talent in relevant industries (e.g., autonomous technology, automotive, software, hardware engineering, operations, finance)
• Candidate Engagement: Articulate the Zoox mission, vision, and unique culture compellingly to high-profile executive candidates, often involving complex compensation, negotiation, and relocation strategies
• Confidentiality & Discretion: Handle extremely sensitive and confidential candidate information and internal organizational details with the utmost professionalism and discretion
• Partnering with Leadership: Serve as a trusted advisor and strategic partner to the CEO, C-suite, and other senior leaders on talent planning, and executive hiring best practices
• Process Improvement: Drive continuous improvement in executive search processes, leveraging tools, metrics, and interview methodologies
• Passive Candidate Conversion: Develop and execute tailored strategies to attract and successfully engage highly passive, hard-to-reach executive candidates, effectively converting passive interest into active candidacy