Head of Recruitment

London or Geneva, with travel across Group offices

will lead executive and senior-level hiring across Insignia Group of Companies. The role covers offices in Geneva, London, Bratislava and Malta; sales centers in Dubai and Bangkok; and future Group locations. The postholder will partner with senior leadership to secure talent for the Group’s existing businesses and expansion plans, while managing external search partners and the performance of local recruiters.

• Work with the Executive Board, business leaders and HR to translate business plans into hiring priorities for executive and senior-level roles.
• Develop recruitment plans for new business lines, market launches and future offices, identifying critical positions and realistic hiring timelines.
• Maintain visibility of anticipated vacancies and succession needs, building talent pipelines before searches become urgent.
• Advise leadership on talent availability, compensation expectations, location choices and the most effective approach to each search.
• Prioritise searches across the Group and allocate internal and external recruitment resources accordingly.

• Own the full recruitment process for executive and senior appointments, from defining the brief through to offer acceptance.
• Partner with hiring managers to establish the role mandate, required capabilities, success measures and candidate assessment criteria.
• Conduct direct sourcing, market mapping and confidential outreach to identify candidates beyond those actively seeking a new role.
• Assess candidates’ leadership capability, commercial judgment, relevant experience and fit with the requirements of the business.
• Coordinate structured interviews, assessments, references and stakeholder feedback, ensuring timely decisions and a professional candidate experience.
• Prepare concise candidate shortlists and recommendations for senior leadership, setting out strengths, concerns and compensation expectations.
• Lead offer discussions and negotiations in coordination with Executive Office, HR, Finance and the relevant business leader.
• Maintain relationships with strong candidates for future opportunities across the Group.

• Determine when to use direct search, local recruitment support or an external agency based on the seniority, complexity and urgency of each role.
• Identify, assess and appoint recruitment agencies and executive search firms in relevant markets.
• Negotiate engagement terms, including fees, payment milestones, exclusivity, replacement guarantees, candidate ownership and termination provisions.
• Set clear briefs, deliverables, timelines and reporting expectations for every external search.
• Review the quality of agency shortlists, market intelligence, responsiveness and successful placements.
• Maintain a preferred supplier network and challenge costs where the service or commercial terms do not meet Group expectations.
• Track agency expenditure and provide leadership with visibility of recruitment costs and value delivered.

• Manage the priorities and performance of local recruiters across Group offices and operations centres.
• Set consistent expectations for sourcing quality, screening, stakeholder communication, record keeping and candidate care.
• Hold regular search reviews with local recruiters to assess progress, resolve obstacles and agree next actions.
• Coach recruiters on senior-level sourcing, candidate assessment, market mapping and hiring manager management.
• Allocate searches to local teams according to market knowledge and capacity, while retaining oversight of executive and senior appointments.
• Establish performance measures for local recruitment activity and address gaps in delivery.

• Establish a consistent recruitment framework across the Group, including role approvals, search briefs, interview stages, evaluation records and offer approvals.
• Ensure recruitment activity follows applicable local employment, privacy and record-keeping requirements, working with local HR or legal advisers where needed.
• Maintain accurate reporting on open roles, search progress, time to hire, source of hire, recruitment costs and agency performance.
• Provide regular updates to the Executive Board and hiring leaders on critical searches, hiring risks and decisions required.
• Identify recurring recruitment bottlenecks and…