Director, Executive Recruiting at AlphaSense

United States

$210k - $250k

About AlphaSense: The world’s most sophisticated companies rely on AlphaSense to remove uncertainty from decision-making. With market intelligence and search built on proven AI, AlphaSense delivers insights that matter from content you can trust. Our universe of public and private content includes equity research, company filings, event transcripts, expert calls, news, trade journals, and clients’ own research content. The acquisition of Tegus by AlphaSense in 2024 advances our shared mission to empower professionals to make smarter decisions through AI-driven market intelligence. Together, AlphaSense and Tegus will accelerate growth, innovation, and content expansion, with complementary product and content capabilities that enable users to unearth even more comprehensive insights from thousands of content sets. Our platform is trusted by over 6,000 enterprise customers, including a majority of the S&P 500. Founded in 2011, AlphaSense is headquartered in New York City with more than 2,000 employees across the globe and offices in the U.S., U.K., Finland, India, Singapore, Canada, and Ireland. Come join us! Location: North America Reports to: VP, Global Talent Acquisition About the Role AlphaSense is building an executive talent function that operates as a true strategic capability, not a reactive search desk. This is the role that builds it. As Director of Executive Recruiting, you will own the design and execution of AlphaSense’s end-to-end executive search function — from search strategy and agency model to in-house research methods, tools infrastructure, and team development. You will be the company’s most senior internal practitioner for VP-and-above hiring, and the person who shapes how we compete for the world’s best leaders as we scale. You will operate at the intersection of business strategy and talent intelligence — partnering directly with the ELT, and People leadership to build the executive pipeline that powers our next phase of growth. What You’ll Do Executive Search Execution Lead end-to-end search for VP, SVP, and C-suite roles across the organization — from intake and profile definition through offer and close. Conduct and commission deep market mapping and competitive intelligence to identify, track, and engage executive talent across target companies and industries. Craft compelling, personalized outreach to senior passive candidates; cultivate long-term relationships with high-potential executives well before active searches open. Screen and assess candidates for leadership caliber, cultural alignment, and functional depth; present well-researched shortlists with clear recommendations. Maintain a white-glove candidate experience and meticulous ATS records throughout every engagement. Strategic Partnership & Advisory Serve as a trusted talent advisor to the ELT, and People leadership — providing proactive workforce intelligence, not just reactive search support. Partner closely with senior executives and hiring leaders to define role parameters, candidate profiles, and sourcing strategies with precision and speed. Champion inclusive hiring practices at the executive level, proactively building diverse pipelines and mitigating bias throughout the assessment process. Partner with the broader TA team to ensure standardized workflows, consistent standards, and cohesive executive candidate experience across global offices. Contribute to succession planning and long-range organizational design by surfacing market trends and executive talent movement. Function Design & Build Design the structure, operating model, and roadmap for AlphaSense’s executive search function — defining how we balance in-house capability against strategic agency partnerships. Establish agency strategy and governance: identify preferred search partners by function and geography, manage PSL relationships, set engagement norms, and drive accountability on delivery and value. Evaluate and deploy AI-powered sourcing tools, talent intelligence platforms, and research methodologies to build a competitive, tech-forward search function. Build and maintain the executive talent infrastructure: market maps, competitive tracking, and succession-relevant talent pools. Who You Are 12+ years of executive or senior-level recruiting experience — in-house, retained search, or a blend of both; direct experience building or significantly scaling a function strongly preferred. Demonstrated success placing VP-and-above candidates across multiple functions, including GTM, Engineering, Finance, and/or Product. Experience designing or overhauling an executive search operating model — including agency strategy, tooling decisions, and team structure. Fluency with AI-powered talent intelligence and sourcing tools; a genuine conviction that technology reshapes what’s possible in executive search. Strong executive presence with the ability to advise and influence at the C-suite level — someone leaders turn to proactively, not just when a search opens. Expert sourcer: mastery of LinkedIn Recruiter, talent intelligence platforms, Boolean search, and emerging research methodologies. Data-driven: comfortable building and interpreting TA analytics, market compensation data, and search performance dashboards. High degree of discretion and professionalism in handling sensitive, confidential information. Exceptional written and verbal communication skills; executive-caliber presentation and synthesis. Experience with ATS platforms (Greenhouse, Workday, or similar). Deep commitment to diversity, equity, inclusion, and belonging as a non-negotiable practice Bachelor’s degree required; advanced degree a plus. What Defines Success Strategy and operations: The executive search function has a defined operating model, agency governance, tooling stack, and team roadmap within the first 12 months. On-time hiring delivery: 90% of executive roles are filled within or ahead of agreed timelines, with rigorous SLA accountability. Executive Trust: C-suite and business leaders view you as a proactive talent advisor, evidenced by proactive engagement in workforce planning and reliance on TA insights for decision-making. Cross-functional alignment: You have strong internal partnerships and clear SLAs with Finance, HR/People Ops, and hiring managers. Strong leadership: You model inclusive leadership. Operational Excellence: You are data-driven, and you actively track and improve key efficiency metrics such as time-to-fill, cost-per-hire, and candidate experience scores to meet or exceed industry benchmarks. Unified global team: You partner with other TA Directors & leaders to ensure standardized and efficient workflows across our global offices. For base compensation, we set standard ranges for all roles based on function and level benchmarked against similar stage growth companies and internal comparables. In order to be compliant with local legislation, as well as to provide greater transparency to candidates, we share salary ranges on all job postings regardless of desired hiring location. Final offer amounts are determined by multiple factors including candidate experience/expertise and may vary from the amounts listed below. You may also be offered a performance-based bonus, equity, and a generous benefits program. Base Compensation Range $210,000—$250,000 USD AlphaSense is an equal-opportunity employer. We are committed to a work environment that supports, inspires, and respects all individuals. All employees share in the responsibility for fulfilling AlphaSense’s commitment to equal employment opportunity. AlphaSense does not discriminate against any employee or applicant on the basis of race, color, sex (including pregnancy), national origin, age, religion, marital status, sexual orientation, gender identity, gender expression, military or veteran status, disability, or any other non-merit factor. This policy applies to every aspect of employment at AlphaSense, including recruitment, hiring, training, advancement, and termination. In addition, it is the policy of AlphaSense to provide reasonable accommodation to qualified employees who have protected disabilities to the extent required by applicable laws, regulations, and ordinances where a particular employee works. Recruiting Scams and Fraud We at AlphaSense have been made aware of fraudulent job postings and individuals impersonating AlphaSense recruiters. These scams may involve fake job offers, requests for sensitive personal information, or demands for payment. Please note: AlphaSense never asks candidates to pay for job applications, equipment, or training. All official communications will come from an @alpha-sense.com email address. If you’re unsure about a job posting or recruiter, verify it on our Careers page. If you believe you’ve been targeted by a scam or have any doubts regarding the authenticity of any job listing purportedly from or on behalf of AlphaSense please contact us. Your security and trust matter to us.