Executive Search Service Recruiter

Executive Search Service Recruiter

In 2024, we launched our strategic People Agenda with a focus on delivering sustainable impact through three pillars: Grow Our People, Ignite Our Culture, and Simplify How We Work, guided by our commitment to Impact with Care. To be aligned with our Philips Operating Model with the business in the lead, we simplify and synchronize how we as People function deliver our services to our respective audiences (businesses, people and people leaders) and our goal is to be more people-centric, delivering the best people experience possible.

Enterprise People Strategy is a newly created organization designed to define our People Strategy, focusing on enterprise & cross functional priorities and meet the needs of internal senior leadership and external stakeholders. Enterprise Talent & Search will be part of this new organization with a focus on executive audiences, integrating Enterprise Talent Management and Recruitment efforts for senior leadership positions. Within this team, the Executive Search area of expertise focuses on actively recruiting senior talent for leadership roles, using proactive headhunting, talent pipelining, market insights, and candidate intelligence. These global responsibilities span geographies and time zones.

About the role

We are seeking to recruit an experienced and highly motivated Executive Recruiter to join the Executive Search team. In this role you will have the opportunity to help solve senior leadership searches while working in partnership with the Executive Search Consultant on a primary portfolio. With exposure to a broad set of internal stakeholders and leadership challenges, you will help to recruit the best talent for our most senior level roles and become an essential member of the Executive Search team. The Executive Recruiter role takes ownership for the delivery of recruiting exceptional talent and combines research, assessment, and relationship-building skills to deliver extraordinary service, experience and value to our hiring teams. The role of the Executive Recruiter is a role with significant responsibility, high impact and is highly visible in the organisation and with leadership.

More specifically:

Depending on the search mandate and the audience, the role of the Executive Recruiter will bring the best of both worlds together, balancing between on one hand taking a leading role for executive search mandates and independently driving the searches to completion through end-to-end delivery. This means you will work closely with the Executive Search Consultant responsible for the account and portfolio, to ensure consistent delivery and deep level insights from an overarching account perspective, whilst you are in the lead for driving the delivery from kick off to offer accepted through working closely together with the business leaders and people business partners.

At the same time, for other mandates, you will team up with an Executive Search Consultant and together drive the search to completion. Here the Executive Recruiter will be actively involved in the search projects from A to Z, preparing for and contributing to the kick of meetings with the hiring team, where you will leverage market and business intelligence as well as deep talent knowledge, to support the development of the search strategy and advise hiring teams on direction for the search, trends in the marketplace and key insights. You will contribute to the preparation of position specifications, candidate presentations, client progress reports/meetings and reference reports.

Throughout the active search projects as well as talent pipeline projects, you will continuously contribute to executive search project execution through high quality & ongoing proactive executive level candidate development by continuously building a pipeline of qualified prospects and candidates for our projects against the hiring team needs and leveraging strategic recruiting methodologies and tactics, (i.e. phone generation, in- and external networks, connecting with industry experts to ask for recommendations and insights on talents, identifying applicable professional organisations / communities, high value target employers and other research channels) as well as structured and deep screening / prospect assessment, to identify and engage top talent in the marketplace.

The Executive Recruiter will (pro)actively reach out to key executives and will engage with them around the unique opportunities at Philips whilst at the same time assessing the talent pool against the set criteria and competencies of the search assignment and will validate potential candidates through reference and source calls. Throughout the search the Executive Recruiter will partner with the Executive Search Consultant to develop and present a slate of qualified candidates to the hiring team.

In addition, you will keep in close contact with the candidates and inform them throughout the process and support the final phases of the search project. As integral part of the process, you will help drive the associated deliverables and prepare the needed documentation.

As the expert in our field, the Executive Recruiter will continuously, proactively, “have their ear to the ground” and develop thorough research and talent intelligence on executives and executive-ready talent at competitors, target companies and industry segments of interest in addition to a network of executive talent in specific talent pools. You will capture and communicate market trends, industry information, or other applicable intelligence to the global Executive Search team as well as package the information ready to be shared with executive leadership in support of bringing the outside-in views. You will strive to be / become true subject matter expert on Executive Search intelligence, insights, recruiting strategies as well as executive talents to meet the needs of Philips’ various segments markets and functions.

Key responsibilities (depending on the mandates and audiences, executing in collaboration with Executive Search consultant or working on the mandates independently and end to end)

• Partner closely with Executive Search Consultant to drive overall, consistent advisory (industry/segment trends) and execution for the global account portfolio (market findings, feedback from the market), generating insights and recommendation/solutions on Talent needs for key internal clients and proactively identify opportunities to exchange and introduce talent, drive improvements in experience etc.

• Define executive hiring needs and deliver cost effective, results oriented executive search strategies that yield the best personalized experiences and hires (internal and external) throughout the company.

• Drive search execution in collaborating with Executive Search Consultant or independently, across a global portfolio, working globally and across time zones.

  • Contribute actively to the start-up phase of each search by participating in client kick off meetings, define key jobs to be done, search strategy and target list of companies.

  • Identify, (proactively) engage, attract exceptional and diverse executive level talent via a wide range of tactics and channels leveraging a direct and personalized approach.

  • Provide an informed perspective on prospects/candidates and how they match against the key selection criteria, ultimately closing in on the qualified, interested and best candidates for the role.

  • Anticipate what is needed to drive the search to closure and generate insights and relevant data to help influence successful completion (ensure accurate compensation data, background and reference checks, etc.).

  • Drive client updates and reporting, including job descriptions, update reports, candidate reports, reference reports etc. in line with global templates, whilst ensuring high degree of data quality and consistency and capturing information real time in the Philips’ executive candidate database.

• Continuously build on the market, talent and Executive Search expertise as a true industry expert and offer strategic talent insights, gained through conducting industry specific research, capturing robust information on internal and the external talent landscape, building, maintaining and proactively engaging with relevant executives in the marketplace to build a strong talent pool.

• Partner closely with the other pillars of the People function, including

  • Enterprise Talent Management and People Business partners of critical roles, superpowers and potential talents identified

  • Rewards Services to co-craft complex executive offer packages’

• Building a clear understanding of the clients in the portfolio and its place in the overall company and strategy, support your (Executive Search Consultant and) stakeholders with proactive candidate identification and introductions, ensuring a continued focus on proactively building (diverse) pipelines which we can leverage in the future.

• Add to Philips’ executive candidate pool expertise by continuously identifying and introducing new talent to Philips. Ensure that up to date assignment and candidate information during a search assignment is always available for colleagues, by leveraging technology and information from Philips’ executive candidate database.

Key relationships

• Global Executive Search team

• People Business Partners, People Leader Partners

• Senior Leadership

• Rewards, Innovation & Experience

Jobs to be done

• Deeply know the market: stay up to date on industry trends and developments, gather external market insights on competitors (and other relevant organizations), the talent landscape, as well as in the domain of executive search and senior level recruitment.

• Deeply know the business: Build strong business acumen and understanding of your dedicated account and leverage external market & talent intelligence to advise the business on talent related topics and influence hiring and talent strategies.

• Deeply know the talent: Develop a strong network of talents, building trust-based relationships through proactive and personalized engagement, invest deeply in personal connection and knowledge of their careers, experiences and capabilities, and understand, coach, advise, and guide on motivations, career goals, challenges.

• Deeply care about the experience: Drive a structured, high-quality executive search delivery with a strong focus on candidate and client experience, ensuring seamless execution, transparency, data quality, and stakeholder alignment at every stage.

Reports to: Executive Search Consultant

Ideal experience

• 7+ years of progressive recruiting experience recruiting executive level talent, both gained on the agency side and inhouse.

  • Retained search agency experience required.

  • Experienced in supporting pitches and commercial negotiations, bringing in new searches on the agency side considered a plus

  • Direct experience having worked on searches in the Healthcare industry is preferred.

• Experience developing global recruitment strategies (from identification to assessment to selection and closing) with highly developed passive recruiting skills

  • Proven experience utilizing complex internet searches, social and professional networking groups, blogs, diversity resources, competitor research and the development of existing candidate relationships to build pipelines of Executive Level talent,

• Proven track record in delivering a high-quality pipeline of candidates under very tight timelines

• A truly engaging recruiter with the ability to establish rapport quickly, engage challenging executives and develop trusting relationships.

  • Experienced in assessment of talent with behavioural based interviewing and assessment techniques.

• High proficiency with CRM software or executive search database tools.

• Excellent written and verbal communication skills, whereby fluency in English is a must.

• Ability to work on a global level and willingness to work across different time zones.

• Minimum Ma/Ms degree required.

Superpowers and critical capabilities

Business acumen

• Deep understanding of the industry, the marketplace as well as the business, from a business, strategic, financial and product point of view, able to translate this to strategy/plan in own area and convey in a compelling way to the market. Able to partner with the business to align executive hiring with organisational goals and business needs.

Driving results/Project Management

• Takes an end-to-end view of each project and the required resources; works at pace and with attention to detail while managing competing deadlines and priorities; has a sense of urgency.

• Strong results and delivery focus, superb project management skills, takes personal ownership to deliver best results, manages recruitment mandates of self and team, and strives & drives for creating the best experiences for candidates and hiring teams, as well as operational excellence in team and projects.

Talent ambassador

• Candidate centric mindset, always prioritizing the candidate experience and how that can be impacted positively.

• (Proactively and continuously) Cultivates strong, trust-based relationships with Talent, invests deeply in personal connection and knowledge of the Talent, understanding and guiding their skills, motivations, career goals, challenges. Knows the talent deeply and personally.

• Strong assessment capabilities, able to identify strengths, capabilities, aspirations, development areas and potential, and aligning those with business needs, teams, leadership opportunities, etc, ensuring individual and business success in the short and long term.

Trusted advisor to senior audiences (credibility, collaborate, influence)

• Ability to operate with a high degree of credibility and influencing power, at a high pace, in a complex setting with senior leaders, with the purpose of influencing and guiding critical talent decisions through trust, credibility and domain expertise.

• Excellent stakeholder management and communications skills, ability to align senior stakeholders in discussions, balancing between input and stakeholder needs, business objectives and own domain expertise. Be able to provide recommendations and solutions that bridge the needs of the Talent as well as the business and leaders. Able to hold your own in discussions with senior leaders, engage, convince, influence and adapt your approach based on your audiences.

• Able to accurately distil complex information and communicate the information in a concise and understandable manner to senior stakeholders.

Market and Candidate Knowledge:

• Brings outside in perspectives, uses data and insights to influence decisions, drives broader talent/recruitment solutions. Utilize market insights, compensation benchmarks, and hiring analytics to optimize search strategies, candidate pool knowledge and improve hiring outcomes.

• Continuously develop self to stay up to date on industry trends and developments in area of expertise, benchmarks performance against industry best practices, gives and receives feedback, incorporates it into their own development plan.

• Has a genuine interest in/curiosity about people and businesses; and understands businesses and their interrelationships.

Resilience:

• A high degree of resilience to work with high demanding stakeholders at high pace under tight deadlines whilst carrying a significant responsibility

• Ability to navigate within high ambiguity and strategic work, with the ability to effectively translate strategic priorities into practical talent solutions.

About Philips
We are a health technology company. We built our entire company around the belief that every human matters, and we won't stop until everybody everywhere has access to the quality healthcare that we all deserve. Do the work of your life to help the lives of others.