Executive Recruiter

📋 Description

• • Own end-to-end executive searches for VP- and C-suite roles across Engineering, GTM, Finance, Product, and Operations, managing 6–10 active searches simultaneously with full accountability for outcomes.
• • Partner directly with the CEO and executive team as the primary recruiting advisor, shaping role definitions, structuring scorecards, advising on leveling, and driving alignment across stakeholders before searches launch.
• • Proactively build and maintain executive talent pipelines by sourcing, mapping, and cultivating long-term relationships with senior leaders in AI infrastructure, cloud, and enterprise SaaS — before roles are open.
• • Conduct high-signal executive assessments using structured screens to evaluate leadership behaviors, operating cadence, functional depth, and values alignment, while developing consistent evaluation frameworks for hiring teams.
• • Manage confidential and sensitive executive searches, including backfills, competing internal candidates, and re-leveling situations, with discretion, sound judgment, and clear communication to all stakeholders.
• • Lead full compensation conversations for senior roles, partnering with People and Finance to design compelling packages and navigate complex negotiations with poise and precision.
• • Deliver real-time market and talent intelligence to the executive team, providing insights on leadership talent availability, competitor hiring moves, compensation benchmarks, and organizational trends that inform company strategy.
• • Build and standardize Baseten’s internal executive recruiting function by establishing repeatable processes, templates, tools, and norms to reduce reliance on external search firms over time.
• • Define and implement rigorous evaluation criteria grounded in data and structure, replacing gut feel with consistent, high-bar assessment methods for leadership hires.
• • Operate in a fast-moving, ambiguous startup environment where org charts evolve quickly, requiring adaptability, initiative, and comfort making decisions with incomplete information.
• • Serve as a strategic partner in shaping how leadership is defined and evaluated at Baseten, ensuring hires align with the company’s mission to power mission-critical AI inference for industry-leading companies.
• • Cultivate relationships with passive, high-caliber executives who are not actively seeking roles, leveraging cold outreach strategies to secure engagement from sitting VPs and C-suite leaders.
• • Ensure all executive recruitment activities maintain the highest level of confidentiality and professionalism, handling sensitive internal and external dynamics with maturity and integrity.
• • Continuously refine Baseten’s executive hiring standards by incorporating feedback from hiring teams and evolving market dynamics to ensure competitiveness and relevance in the AI talent landscape.