Executive Recruiter (Contract)

Why this role exists:

Interface.ai is scaling at break-neck speed and needs proven leaders. We’re looking for an Executive Recruiter who can plug in on day one, run multiple confidential VP/C-suite searches in parallel, and close hard-to-reach talent without missing a beat.

This role demands a master prospector: someone who knows where exceptional talent hides, turns every LinkedIn search into a warm conversation, and ignites employee-referral engines to keep the pipeline buzzing with hard-to-reach, high-caliber candidates. A sharp sense of urgency, bias for action, disciplined process, and relentless focus on quality are non-negotiable. 

We hire builders—people who move fast, take ownership, challenge the status quo, and obsess over results. If you thrive on turning ambiguity into action, hunt talent with grit and creativity, and think like an owner, this is your arena. You won’t wait for direction—you’ll create it, bring bold ideas to the table, and raise the bar with every hire.

What you’ll own from day one:

• Immediate control of open searches. Step into in-flight C level searches and advisory-board searches; audit current pipeline by end of first week and deliver a clear next-step plan.
  
• Direct partnership with the VP of People & the CEO. Translate strategic gaps into targeted candidate profiles, lock decision criteria, and run twice-weekly calibration huddles to keep everyone aligned and moving.
  
• Full-cycle, U.S.-only search execution. Scope, source, assess, negotiate, and close C-suite, VP, Director, and advisor talent—no hand-offs.
  
• Greenhouse mastery. Spin up confidential reqs, interview plans, and scorecards on day one; keep every stage current so leadership sees real-time status without chasing you.
  
• Stealth sourcing & market mapping. Tap your network, competitor lists, stealth outreach, and industry events to surface executives who never respond to ads.
  
• Relentless urgency. Schedule interviews within 24 hours, chase feedback the same day, and escalate blockers immediately—no requisition drifts.
  
• Data-backed closing. Present comp benchmarks and equity ranges, anticipate counteroffers, and land leaders while maintaining internal parity.
  
• Evergreen bench-building. Keep warm relationships with future execs and advisors so we’re never starting from zero.
  
• Diversity at the top. Ensure every slate includes historically under-represented leaders; expand partnerships with relevant organizations.
  

What makes you a fit:

• 8+ years in executive or retained search, closing U.S. C-suite, VP, and board/advisor roles for high-growth tech companies.
  
• Proven to close 12+ leadership placements per year with ≥ 80 % offer-accept rate—and you can cite metrics.
  
• Expert-level Greenhouse operator for confidential/executive workflows.
  
• Deep business literacy—comfortable grilling candidates on GTM motions, product strategy, and P&L ownership.
  
• Unshakable bias for action: same-day follow-ups, next-day scheduling, rapid calibration.
  
• Polished, concise communicator—able to brief the CEO in two minutes and negotiate complex packages with seasoned leaders.
  
• High integrity and discretion; you handle sensitive information like a vault.
  

Bonus points: existing network of U.S. fintech/AI executives; experience structuring advisory-board comp.

How we’ll measure success:

• Leadership & advisor hires accepted: ≥ 3 per quarter.
• Search cycle time: VP+ roles closed in ≤ 90 days; advisor searches in ≤ 60 days.
• Offer-accept rate: ≥ 80 %.
• Hiring-leader satisfaction: ≥ 4.5 / 5.
• Executive-pipeline diversity: quarter-over-quarter improvement.