Meta is hiring an Executive Recruiting Partner to lead our most complex and confidential senior hiring, from Director through VP and C-suite-equivalent roles. The role spans every part of the company, including Product, Engineering, Meta Superintelligence Labs, Infrastructure, Legal, Finance, People, and corporate strategy. You’ll move between these organizations, learn unfamiliar markets quickly, and partner with leaders whose talent needs vary widely in profile, market, and urgency.You’ll join a senior executive search team that works directly with executives, hiring managers, and cross-functional partners. This is an individual contributor role for a recruiter who has owned senior searches end to end, does well with autonomy, and earns the trust of senior leaders and candidates quickly.

Responsibilities

Own executive searches end to end across any function: intake and role scoping, market mapping, sourcing strategy, candidate engagement, process management, offer strategy, and close.
Learn technical markets (Engineering, AI research, Product) and non-technical ones (Legal, Finance, People, corporate strategy) fast enough to advise credibly in each.
Advise VPs, Directors, and senior hiring managers: set the hiring bar, align on profiles, and use market data to shape decisions.
Design and run creative sourcing strategies for niche, hard-to-find senior talent, including passive candidates who aren’t looking.
On confidential searches, keep hiring managers, HR business partners, compensation, and executive leadership aligned, with discretion.
Give senior candidates a high-touch experience: thoughtful outreach, honest calibration, and careful handling through close.
Bring market intelligence (talent availability, compensation expectations, org structures, competitor moves) to shape role design and hiring decisions.
Run a focused set of senior searches at once, favoring depth over volume and using sound judgment as priorities shift.

Minimum Qualifications

10+ years of recruiting experience with a significant focus on Director-level and above searches, whether in-house, at an executive search firm, or both
Experience recruiting across multiple functions and markets, not just one vertical
Experience partnering with senior executives and influencing their hiring decisions
Track record of closing passive senior candidates in competitive markets
Experience owning significant scope independently on a lean, senior team
Strong sourcing and research skills, including building a talent market from scratch for niche roles
Experience handling confidential searches and sensitive candidate information with discretion
Excellent written and verbal communication, from concise stakeholder updates to candidate-facing polish
Experience working through complex offers with compensation partners, including unvested equity, sign-on structures, and level mapping

Preferred Qualifications

Experience leading VP-level and above searches at a large, matrixed technology company or a top-tier retained executive search firm
Experience recruiting AI/ML research leaders and placing leaders from AI labs, government, or regulated industries
Experience building a market from zero for new or highly specialized roles with no obvious comparable talent pool
Experience managing executive-sensitive and board-level searches
Experience advising executives on org design and role scoping, beyond filling an approved role
Comfort giving senior leaders difficult market feedback and using data to reset profile, level, or compensation expectations
Experience structuring high-value offers with compensation teams, including equity make-whole, sign-on packages, and multi-year vesting comparisons
Demonstrated use of AI tools to speed up recruiting work, such as market mapping, candidate research and synthesis, personalized outreach, interview note summaries, pipeline reporting, and competitive intelligence
Experience linking AI tools into repeatable workflows that shorten search cycle time, rather than using them for one-off tasks
Good judgment about AI output: spotting when research, summaries, or candidate matches are wrong or incomplete, and checking them before they reach a hiring manager or candidate
Discretion about what belongs in an AI tool, handling confidential candidate and compensation data in line with data-privacy standards
Ongoing experimentation with new AI capabilities, and interest in building reusable workflows and prompts that others can adopt

$230,000/year to $292,000/year + bonus + equity + benefits

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