Executive Recruiter - Remote

Executive Recruiter, Talent Acquisition

As a member of the Talent Acquisition team, the Executive Recruiter leads strategic hiring initiatives for senior-level corporate and operations positions company wide. Acting as a trusted talent advisor, this individual partners with executives, Operations leaders, and key stakeholders to provide talent market insights, develop recruitment strategies, and identify leadership talent capable of advancing organizational objectives. The role combines talent intelligence, market mapping, and consultative search execution to build leadership pipelines, support critical hiring needs, and deliver a best-in-class experience for candidates and hiring leaders.

Heartland Dental is the nation's largest dental support organization, providing non-clinical administrative support services to more than 3,100 supported doctors across 39 states and the District of Columbia in over 1,900 dental offices. Each Heartland Dental supported office is unique to the community and the patients they serve. Supported doctors are the leaders of their practice and retain clinical autonomy. All Heartland Dental supported Doctors are united by a common goal: delivering the highest quality dental care and experiences to the communities they serve.

To give you an idea of the team structure, you will work on a team with the Talent Acquisition team, reporting to the Corporate & Executive Recruiting Manager. This position partners with a Recruiting Coordinator for administrative support.

This is a remote position with up to 10% travel for meetings, trainings, conferences, and business-related events.

• Lead end-to-end recruitment strategies for Sr. Manager through Sr. Director-level corporate positions and Regional Manager and Director of Operations roles, aligning talent acquisition efforts with organizational and business objectives.
• Manage a high-volume portfolio of 15–20 concurrent leadership and executive searches while maintaining accurate ATS data, talent pipeline visibility, and proactive hiring manager updates to ensure alignment, compliance, and timely hiring outcomes.
• Partner with Support Office executives, Operations leadership, and hiring stakeholders to understand business objectives, organizational needs, succession considerations, and talent requirements.
• Serve as a strategic talent advisor by challenging hiring assumptions and providing data-informed recommendations related to talent availability, market dynamics, organizational design, compensation, and hiring strategy.
• Build and maintain robust pipelines of executive and operational leadership talent through proactive market mapping, talent intelligence research and relationship-driven engagement of active and passive candidates.
• Evaluate and assess leadership talent through structured selection processes, competency-based interviewing, and alignment to organizational needs, role requirements, and leadership expectations.
• Develop and maintain long-term relationships with high-potential leadership candidates to strengthen future talent pipelines.
• Provide consultative guidance to hiring leaders regarding talent market conditions, candidate availability, compensation trends, competitive intelligence, and expected recruiting timelines.
• Evaluate, engage, and manage external executive search partners when appropriate, providing recommendations regarding in-house search execution versus third-party partnership models.
• Champion a high-quality candidate experience by ensuring professional, timely, and transparent communication throughout the recruitment lifecycle.
• Monitor search progress, hiring activity, talent pipeline health, and market intelligence to provide regular updates and actionable insights to hiring stakeholders.
• Identify and implement process improvements, sourcing innovations, and operational enhancements that improve recruiting effectiveness, stakeholder alignment, candidate quality, and hiring outcomes.

• Minimum of 5 years of experience in recruiting, including at least 2 years of direct responsibility for Sr. Manager through Sr. Director-level searches
• Demonstrated success managing end-to-end recruitment strategies for professional, leadership, and executive-level talent, from talent identification and engagement through selection, offer negotiation, and successful hiring outcomes.
• Proven ability to manage multiple concurrent leadership and…