Senior Global Executive Recruiter

About the Role

As a Senior Global Executive Recruiter, you will play a critical role in building the leadership, commercial, and corporate teams that enable Spire to grow and deliver for customers around the world.

Your primary focus will be executive, commercial, and general and administrative (G&A) hiring across North America and other international markets. We are looking for an accomplished search professional who brings a strong track record, established market networks, and the ability to engage high-caliber passive talent across a broad range of corporate disciplines and leadership levels.

Reporting to the Global Head of Talent Acquisition, you will act as a trusted advisor to hiring managers and senior leaders. You will combine executive search discipline, market intelligence, proactive sourcing, and sound judgment to shape effective hiring strategies and deliver high-quality talent in a fast-paced global organization. You will also flex into other complex or specialist searches when business priorities require.

• Partner closely with hiring managers and senior leaders to understand business priorities, workforce plans, and current and future hiring needs.
• Lead intake meetings to define the search strategy, candidate profile, assessment approach, interview plan, and realistic delivery timeline.
• Provide clear advice on talent availability, competitor activity, compensation, market conditions, and factors that may affect the quality or pace of a search.
• Influence and, where appropriate, challenge hiring decisions through evidence, market intelligence, and thoughtful recommendations.
• Coach hiring teams on candidate assessment, interview quality, inclusive hiring, and effective decision-making.

• Own the full recruitment lifecycle, from intake and market mapping through outreach, assessment, offer acceptance, and pre-boarding partnership.
• Lead complex and business-critical searches across executive, commercial, and a broad range of G&A disciplines, including senior individual contributor, management, director, and executive-level appointments.
• Apply rigorous search methodology to identify, approach, and convert passive candidates, including confidential or highly sensitive assignments.
• Leverage an established professional network, referrals, Linked In Recruiter, industry relationships, and targeted market mapping to reach exceptional talent.
• Build and maintain long-term relationships with senior professionals and future candidates, creating sustainable pipelines ahead of hiring demand.
• Partner with Compensation, HR Business Partners, HR Operations, and hiring leaders throughout the assessment and offer process.
• Manage external search firms selectively where additional specialist reach or capacity is required.

• Provide concise, decision-useful management information on active searches, including pipeline quality, market coverage, candidate conversion, delivery risks, and expected timelines.
• Translate search data and market feedback into clear recommendations that help leaders refine requirements, remove process barriers, and make timely hiring decisions.
• Present search progress and talent-market insights through regular stakeholder updates, using appropriate dashboards, reports, and narrative commentary rather than data in isolation.
• Use recruiting metrics and search outcomes to identify trends, improve forecasting, strengthen search strategy, and continuously improve hiring effectiveness.

• Develop a strong understanding of Spire's markets, products, customers, competitors, and growth priorities so you can represent the opportunity credibly.
• Act as a compelling brand ambassador, communicating Spire's mission, culture, and employee value proposition to senior candidates.
• Maintain accurate and timely recruiting activity in Greenhouse ATS and related recruiting technologies.
• Manage multiple concurrent searches while maintaining pace, quality, confidentiality, and an excellent candidate experience.
• Identify practical opportunities to improve search processes, documentation, interview consistency, and stakeholder capability.
• Ensure recruiting practices remain compliant with applicable employment laws and company policies.

• A strong track record in executive search or senior-level recruitment, ideally gained within a high-quality search agency, in-house executive recruiting team, or a combination of both.
• An extensive and relevant professional network, with demonstrated success leveraging relationships to identify and engage high-caliber passive talent.
• Broad experience recruiting across commercial and G&A disciplines, with the versatility to move between functions, leadership levels, and international markets.
• Strong business acumen and the curiosity to understand complex roles, markets, operating models, and organizational challenges.
• A consultative…