Executive Recruiter

Responsibilities

The Principal Executive Recruiter leads high-level searches for Director-level and above roles, advising the Executive Leadership Team on talent strategy and leadership design. They are responsible for managing the full search lifecycle, from strategic market mapping to offer construction, while integrating AI-driven research and internal succession planning.

Requirements

Candidates must have at least 8 years of executive search experience and 12 years of total recruiting experience, preferably within high-growth technical environments. A bachelor's degree is required, along with exceptional communication skills and expertise in complex executive compensation negotiations.

Skills

• Executive search
• Talent mapping
• Strategic counseling
• Executive compensation
• Market intelligence
• Leadership assessment
• Stakeholder management
• AI-enabled research
• Negotiation
• Organizational design
• Succession planning
• Data-driven decision making
• Cross-functional influence
• Executive presence
• Recruiting
• Talent acquisition

Benefits

• Flexible time off
• Wellness resources
• Company-sponsored team events
• Equity
• Incentive pay

About this role

Everpure (NYSE: P) has evolved from storage pioneer to data platform, closing fiscal 2026 with $3.7 billion in revenue, its first billion-dollar quarter, and accelerating growth into FY27. Our strategic agenda spans the companies defining the next era of technology - hyperscalers, AI labs, the AI hardware supply chain, data platform providers, and the broader AI ecosystem.
This type of work—work that changes the world—is what the tech industry was founded on. So, if you're ready to seize the endless opportunities and leave your mark, come join us.
Role Mandate
This role is the senior search strategist for Everpure's most consequential leadership appointments. The Principal Executive Recruiter leads searches at the Director level and above across every function and every region, advising the Executive Leadership Team and functional leaders on Everpure’s executive talent needs. The mandate is to bring the rigor of a retained search firm, and the institutional insight only an internal partner can provide, to the leadership hires that determine how fully Everpure delivers its platform strategy as it moves from storage to enterprise data management for the AI era.
Business Context
Talent Drivers
Everpure's ability to execute its platform strategy is increasingly tied to:
Leadership capacity to build and scale a platform-based, subscription-led enterprise
Access to senior talent in highly contested markets across enterprise infrastructure, data platforms, AI and cloud, in every region where Everpure operates
A consistent standard of mandate definition, assessment and offer construction across functions and geographies
Scope & Span
Global ownership of executive searches at the Director level and above, across engineering, product, go-to-market, finance, operations and corporate functions
Organization-agnostic remit, with a view of leadership demand and talent supply across the whole enterprise
Advisory relationship with the Executive Leadership Team and functional leaders on talent strategy, market intelligence and leadership team design
Close partnership with Total Rewards, HR Business Partners and the Talent Transformation team
Responsibility for the disciplined, confidential use of AI in executive research, sourcing and analysis
Core Outcomes
Align Executive Search to the Platform Growth Strategy
Translate enterprise strategy and organizational design into precise leadership mandates, with defined outcomes
Shape unsettled or evolving needs into defensible mandates rather than waiting for certainty
Anticipate leadership capability gaps across the enterprise and inform how teams are assembled
Raise the Standard of Leadership Hiring
Lead each search from strategic market mapping through appointment, with a rationale for every target company and talent pool, including adjacent industries and non-obvious sources of talent
Assess candidates through structured, evidence-based methods and reconcile differing stakeholder views into clear, defensible decisions
Build breadth of experience and background into every slate from the outset
Structure and negotiate offers that reflect Everpure's total rewards philosophy, internal equity and executive leveling
Embed Search in the People Operating Model
Develop each offer with Total Rewards, grounded in market data, leveling and internal equity, including across jurisdictions
Work with HR Business Partners to reflect each organization's design, leadership dynamics and cultural context in mandates and assessment
Support strategic succession planning by connecting external market intelligence to leadership continuity, so that the decision to hire externally is informed by the strength of the internal bench
Align external search with internal succession, development and mobility in partnership with the Talent Transformation team
Build a High-Impact Search Practice
Apply AI to broaden and sharpen research, market mapping and analysis, with the Search Partner's judgment determining who merits engagement
Cultivate lasting relationships with senior leaders across Everpure's talent markets, so that its leadership brand is established before a role opens
Contribute to the standards, tools and operating model of the Executive Search function, and mentor colleagues across Talent Acquisition
Leadership Imperatives

Strategic Counselor

Connects business strategy with leadership requirements and advises senior executives with independent judgment, including a willingness to challenge prevailing views.

Comfort with Ambiguity

Operates with composure and clarity where priorities shift and mandates are incomplete. Creates structure instead of waiting for it.

Bias for Action

Moves early and with purpose, anticipates obstacles and makes sound decisions on imperfect information. Pace is driven by judgment and conviction rather than haste.

Global Mindset

Approaches leadership talent without regional assumptions. Understands how executive markets, compensation norms and candidate motivations differ across geographies.

Executive Presence

Credible with the CEO, the Executive Leadership Team and Board audiences. Prepares analytical, decision-ready narratives.

Assessment Craft

Calibrated understanding of excellence at each leadership level and across functions. Applies structured, evidence-based assessment and holds the bar.

Market Authority

Credibility across multiple executive talent markets. Depth in enterprise technology is valued, and breadth across go-to-market, finance and corporate functions is a distinguishing strength.

AI Fluency

Practical use of AI-enabled research, sourcing and analysis, paired with sound judgment about its limits and a firm commitment to candidate and company confidentiality.

Cross-Functional Influencer

Builds alignment across executives, HR Business Partners, Total Rewards and Talent Transformation.

Search Leadership

Established record of executive search at the Director level and above, in a leading retained firm, a...

About Everpure

IT Services and IT Consulting · 5,001-10,000 employees · headquartered in Santa Clara, CA