Executive Recruiter

Job Description: ResponsibilitiesManage full-cycle recruitment for executives, senior leadership, and other complex or business-critical roles. Partner with leadership and HR business partners to define role scope, success profiles, and hiring strategies. Provide market intelligence, talent mapping, and competitive insights to inform hiring decisions. Design and execute sourcing strategies using direct outreach, networking, and proactive pipeline development. Prepare executive-level materials and briefs that support an efficient hiring process. Maintain a high-quality candidate experience and support negotiation of complex offers. Build and maintain relationships with potential candidates through ongoing market research and engagement. Build trusted relationships with stakeholders, provide clear updates, and influence hiring decisions to align with talent strategy. Embed diversity and inclusion principles in sourcing, assessment, and selection. Leverage data and insights to enhance recruiting processes and outcomes. Support non-executive or specialist hiring needs during peak periods or when additional capacity is required.

Qualifications: Bachelor's degree in business, human resources or a related field, or equivalent experienceEight years of executive recruiting or senior-level talent acquisition experienceExperience supporting searches within complex or global environmentsAbility to manage multiple high-stakes searches simultaneouslyAbility to influence senior leaders and drive consultative hiring discussionsAbility to maintain confidentiality and manage sensitive informationExperience with applicant tracking systems and recruiting toolsPreferred QualificationsFinancial services or insurance industry experienceWorking ConditionsOffice environmentOccasional travel for stakeholder meetings and candidate engagementThis job description is not a contract of employment nor for any specific job responsibilities. The Company may change, add to, remove, or revoke the terms of this job description at its discretion. Managers may assign other duties and responsibilities as needed. In the event an employee or applicant requests or requires an accommodation to perform job functions, the applicable HR Business Partner should be contacted to evaluate the accommodation request. For eligible employees, we offer a comprehensive benefits package designed to support both the personal and financial well-being of our employees. Compensation BenefitsCompetitive PayBonus for Eligible EmployeesBenefits PackagePension Plan 401k MatchEmployee Stock Purchase PlanTuition ReimbursementDisability InsuranceMedical InsuranceDental InsuranceVision InsuranceEmployee DiscountsCareer Training & Development OpportunitiesHealth and Work/Life Balance BenefitsPaid Time Off starting at 160 hours annually for employees in their first year of service. Ten (10) paid holidays per year (typically mirroring the New York Stock Exchange (NYSE) holidays).Be Well Company holistic wellness program, which includes Wellness Coaching and Reward DollarsParental Leave – fifteen (15) days of paid parental leave per calendar year to eligible employees with at least one year of service at the time of birth, placement of an adopted child, or placement of a foster care child. Adoption AssistanceEmployee Assistance ProgramBack-Up Care ProgramPTO for Volunteer HoursEmployee Matching Gifts ProgramEmployee Resource GroupsInclusion and Diversity ProgramsEmployee Recognition ProgramReferral Bonus ProgramsWe believe our commitment to diversity and inclusion creates a work environment filled with exceptional individuals. We're thrilled to have been recognized for our efforts through the Human Rights Campaign Corporate Equality Index, Dave Thomas Adoption Friendly Advocate, and several Seramount lists, including the Inclusion Index, 100 Best Companies for Working Parents, Best Companies for Dads, and Top 75 Companies for Executive Women. To foster a culture of inclusivity throughout our workforce, workplace, and marketplace, Transamerica offers a wide range of diversity and inclusion programs. This includes our company-sponsored, employee-driven Employee Resource Groups (ERGs), which are formed around a shared interest or a common characteristic of diversity. ERGs are open to all employees. They provide a supportive environment to help us better appreciate our similarities and differences and understand how they benefit us all. We believe our responsibilities extend beyond our corporate walls. That's why we created the Aegon Transamerica Foundation in 1994. Through a mix of financial grants and the volunteer efforts of our employees, the foundation supports nonprofit organizations focused on the things that matter most to our people in the communities where we live and work. Aegon acquired the Transamerica business in 1999. Since its start in 1844, Aegon has grown into an international company serving more than 23.9 million people across the globe. It offers investment, protection, and retirement solutions, always with a clear purpose: Helping people live their best lives. As a leading global investor and employer, the company seeks to have a positive impact by addressing critical environmental and societal issues, with a focus on climate change and inclusion and diversity.