Executive Search Partner Jobs
Executive Search Partner jobs are open across financial services, technology, healthcare, and professional services, at every level from associate to managing partner, with specializations in talent acquisition strategy, client relationship management, and retained search. See the openings below and apply to the ones that match your experience.
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Job Number #177094 - New York, New York, United States
Who We Are
Colgate-Palmolive Company is a global consumer products company operating in over 200 countries specializing in Oral Care, Personal Care, Home Care, Skin Care, and Pet Nutrition. Our products are trusted in more households than any other brand in the world, making us a household name!
Join Colgate-Palmolive, a caring, innovative growth company reimagining a healthier future for people, their pets, and our planet. Guided by our core values—Caring, Inclusive, and Courageous—we foster a culture that inspires our people to achieve common goals. Together, let's build a brighter, healthier future for all.
In this role, you will report directly to the VP, Global Talent Acquisition (TA) and be a member of our Global TA Center of Excellence, based in Colgate-Palmolive’s Global HQ in New York City. Your primary focus will be to provide support to our Director, Executive TA with externally-focused, Executive-Level candidate searches across the organization. In addition, you will conduct external labor market research and talent mapping projects by leveraging tools such as LinkedIn Recruiter, LinkedIn Talent Insights and Revelio to conduct research and provide accurate compelling market maps and insights that will inform future talent strategy and decisions.
Key Responsibilities:
- Executive Search, Talent Mapping & Research: Own end-to-end executive searches, advising and partnering with senior leaders. Conduct comprehensive market research and talent intelligence assessments to support executive-level openings globally. Identify talent, competitor structures, and potential succession pipelines proactively.
- Data Vendor & Platform Ownership: Support ownership and relationship management for specialized labor market data and talent intelligence platforms (e.g., LinkedIn Talent Insights, Revelio, Gartner). Partner on vendor business reviews, participate in contract renewals and drive internal adoption and training for the broader TA team.
- Executive Advisory & Quarterly Insights: Aggregate internal talent metrics with external macro-economic and labor market trends. Synthesize this data to build and present quarterly, executive-ready labor market insight presentations for the Chief People Officer and People Leadership Team.
Required Qualifications
- Bachelor Degree
- Minimum of 6 years prior work experience, including 3+ years executing executive search work, either in-house at another company or within a Search Firm/agency
- Strong research and talent intelligence capabilities:
- Market mapping
- Competitor and org structure analysis
- Identification of passive executive talent.
- Proven stakeholder management and influencing skills with senior leaders.
- Prior experience using platforms such as LinkedIn Recruiter/Talent Insights as well as labor market data tools (such as Revelio, Lightcast/Emsi, Draup, or Beamery)
- Strong project management: managing multiple senior searches in parallel, with clear timelines, stakeholder communications and expectations.
Preferred Qualifications:
- Experience within a large, matrixed CPG enterprise or a top-tier executive search firm,
- Exceptional ability to translate data into high-impact visual stories for executive summaries.
- Confident presentation and advisory skills; comfortable defending data methodologies and influencing opinions in front of C-suite and HR leadership.
- Experience with vendor relationship management; evaluating or onboarding new HR / TA tools; supporting or leading vendor business reviews and contract renewals
- Exceptional written and verbal communication skills for senior-level audiences.
Compensation and Benefits
Salary Range $123,000.00 - $140,000.00 USD
Pay is determined based on experience, qualifications, and location. Salaried employees may also be eligible for discretionary bonuses, profit-sharing, and long-term incentives for Executive-level roles.
Benefits: Salaried employees enjoy a comprehensive benefits package, including medical, dental, vision, basic life insurance, paid parental leave, disability coverage, and participation in the 401(k) retirement plan with company matching contributions subject to eligibility requirements. Additional benefits include a minimum of 15 vacation/PTO days (hourly employees receive a minimum of 120 hours) and 13 paid holidays (vacation days are prorated based on the employee's hire date within the calendar year). Paid sick leave is adjusted based on role and location in accordance with local laws. Detailed information regarding paid sick leave entitlements will be provided to employees upon hiring and may be subject to adjustments based on changes in legislation or company policies.
Our Commitment to Inclusion
Our journey begins with our people—developing strong talent with diverse backgrounds and perspectives to best serve our consumers around the world and fostering an inclusive environment where everyone feels a true sense of belonging. We are dedicated to ensuring that each individual can be their authentic self, is treated with respect, and is empowered by leadership to contribute meaningfully to our business.
Equal Opportunity Employer
Colgate is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, ethnicity, age, disability, marital status, veteran status (United States positions), or any other characteristic protected by law.
Reasonable accommodation during the application process is available for persons with disabilities. Please complete this request form should you require accommodation.
For additional Colgate terms and conditions, please click here.
#LI-Hybrid
No Relocation Assistance Offered
Job Number #177094 - New York, New York, United States
Who We Are
Colgate-Palmolive Company is a global consumer products company operating in over 200 countries specializing in Oral Care, Personal Care, Home Care, Skin Care, and Pet Nutrition. Our products are trusted in more households than any other brand in the world, making us a household name!
Join Colgate-Palmolive, a caring, innovative growth company reimagining a healthier future for people, their pets, and our planet. Guided by our core values—Caring, Inclusive, and Courageous—we foster a culture that inspires our people to achieve common goals. Together, let's build a brighter, healthier future for all.
In this role, you will report directly to the VP, Global Talent Acquisition (TA) and be a member of our Global TA Center of Excellence, based in Colgate-Palmolive’s Global HQ in New York City. Your primary focus will be to provide support to our Director, Executive TA with externally-focused, Executive-Level candidate searches across the organization. In addition, you will conduct external labor market research and talent mapping projects by leveraging tools such as LinkedIn Recruiter, LinkedIn Talent Insights and Revelio to conduct research and provide accurate compelling market maps and insights that will inform future talent strategy and decisions.
Key Responsibilities:
- Executive Search, Talent Mapping & Research: Own end-to-end executive searches, advising and partnering with senior leaders. Conduct comprehensive market research and talent intelligence assessments to support executive-level openings globally. Identify talent, competitor structures, and potential succession pipelines proactively.
- Data Vendor & Platform Ownership: Support ownership and relationship management for specialized labor market data and talent intelligence platforms (e.g., LinkedIn Talent Insights, Revelio, Gartner). Partner on vendor business reviews, participate in contract renewals and drive internal adoption and training for the broader TA team.
- Executive Advisory & Quarterly Insights: Aggregate internal talent metrics with external macro-economic and labor market trends. Synthesize this data to build and present quarterly, executive-ready labor market insight presentations for the Chief People Officer and People Leadership Team.
Required Qualifications
- Bachelor Degree
- Minimum of 6 years prior work experience, including 3+ years executing executive search work, either in-house at another company or within a Search Firm/agency
- Strong research and talent intelligence capabilities:
- Market mapping
- Competitor and org structure analysis
- Identification of passive executive talent.
- Proven stakeholder management and influencing skills with senior leaders.
- Prior experience using platforms such as LinkedIn Recruiter/Talent Insights as well as labor market data tools (such as Revelio, Lightcast/Emsi, Draup, or Beamery)
- Strong project management: managing multiple senior searches in parallel, with clear timelines, stakeholder communications and expectations.
Preferred Qualifications:
- Experience within a large, matrixed CPG enterprise or a top-tier executive search firm,
- Exceptional ability to translate data into high-impact visual stories for executive summaries.
- Confident presentation and advisory skills; comfortable defending data methodologies and influencing opinions in front of C-suite and HR leadership.
- Experience with vendor relationship management; evaluating or onboarding new HR / TA tools; supporting or leading vendor business reviews and contract renewals
- Exceptional written and verbal communication skills for senior-level audiences.
Compensation and Benefits
Salary Range $123,000.00 - $140,000.00 USD
Pay is determined based on experience, qualifications, and location. Salaried employees may also be eligible for discretionary bonuses, profit-sharing, and long-term incentives for Executive-level roles.
Benefits: Salaried employees enjoy a comprehensive benefits package, including medical, dental, vision, basic life insurance, paid parental leave, disability coverage, and participation in the 401(k) retirement plan with company matching contributions subject to eligibility requirements. Additional benefits include a minimum of 15 vacation/PTO days (hourly employees receive a minimum of 120 hours) and 13 paid holidays (vacation days are prorated based on the employee's hire date within the calendar year). Paid sick leave is adjusted based on role and location in accordance with local laws. Detailed information regarding paid sick leave entitlements will be provided to employees upon hiring and may be subject to adjustments based on changes in legislation or company policies.
Our Commitment to Inclusion
Our journey begins with our people—developing strong talent with diverse backgrounds and perspectives to best serve our consumers around the world and fostering an inclusive environment where everyone feels a true sense of belonging. We are dedicated to ensuring that each individual can be their authentic self, is treated with respect, and is empowered by leadership to contribute meaningfully to our business.
Equal Opportunity Employer
Colgate is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, ethnicity, age, disability, marital status, veteran status (United States positions), or any other characteristic protected by law.
Reasonable accommodation during the application process is available for persons with disabilities. Please complete this request form should you require accommodation.
For additional Colgate terms and conditions, please click here.
#LI-Hybrid
Executive Search Partner Jobs by Experience Level
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Who's Hiring
What Employers Look For
The qualifications that appear most often in executive search partner jobs.
- 5 or more years of experience in executive search or retained recruiting
- Demonstrated ability to manage full-cycle searches at the director level and above
- Experience building and maintaining client relationships with C-suite or senior HR leaders
- Proficiency with applicant tracking systems and professional networking sites for candidate sourcing
- Bachelor's degree in business, human resources, or a related field
- Strong written and verbal communication skills for delivering candidate assessments and market intelligence
Tips for Your Executive Search Partner Job Search
Quantify your placement and retention metrics
Hiring managers for executive search partners want to see numbers behind your work. Document the number of searches you've closed, average time-to-fill for senior roles, and candidate retention rates at the 12-month mark. These figures separate you from candidates who only describe process.
Tailor your resume to your search specialty
Executive search is not one market. If your background is in financial services placements, your resume should reflect that sector's language and client types. Generalist resumes lose credibility fast with boutique firms that want deep functional or industry expertise on day one.
Apply early to roles that fit
Migrate Mate lists executive search partner openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target firms by their search model
Retained, contingency, and embedded search firms value different skills and reward different behaviors. Before applying, identify which model the firm runs. Retained firms want consultative client management. Contingency firms want speed and volume. Matching your pitch to their model signals real fluency in the business.
Prepare for a live sourcing exercise
Many executive search partner interviews include a real-time exercise where you map a talent pool or build a candidate list for a hypothetical search. Practice naming sourcing channels, Boolean logic for professional networking sites, and how you'd approach a search in a function you haven't personally filled before.
Negotiate on base, bonus structure, and desk support
Compensation for executive search partners often splits between base salary and performance bonuses tied to fee revenue. Before accepting an offer, clarify the bonus calculation method, threshold for payout, and what research or administrative support you'll receive, since desk support directly affects your capacity to close searches.
Executive Search Partner Jobs: Frequently Asked Questions
Which companies are hiring the most executive search partners?
The companies hiring the most executive search partners right now include Colgate-Palmolive, GEICO, and Kaseya, with the largest share of openings in New York, Texas, and Florida, based on current listings on Migrate Mate as of November 2026. Demand is highest at retained search firms serving financial services and technology clients.
How many executive search partner jobs are remote?
About 100% of executive search partner openings are fully remote or hybrid as of November 2026, with the highest share in roles focused on research, candidate development, and market mapping rather than direct client-facing search leadership. Fully onsite requirements are most common at boutique firms building new practice areas.
How do you become an executive search partner?
Most executive search partners start as researchers or associates at a search firm, learning to source, screen, and assess candidates for director and VP-level roles. From there, you build client relationships and lead your own searches. Earning a reputation in a specific function or industry, such as finance or technology, accelerates the path to partner-level responsibility.
Can you get hired as an executive search partner with little experience?
Some firms hire candidates from adjacent backgrounds, such as management consulting, corporate talent acquisition, or investment banking, if they bring strong client relationship skills and deep knowledge of a target industry. Boutique firms in niche verticals are more likely to train a candidate with industry expertise than a generalist with years of recruiting volume but no sector depth.
What does the executive search partner interview process look like?
The process typically starts with a screening call focused on your search history and sector expertise, followed by a deeper interview with a managing partner or practice leader. Many firms include a case study or live sourcing exercise. Final rounds often involve meeting other partners and, in some cases, a client contact to assess your presence and consultative approach.
Where can I find and apply to executive search partner jobs?
You can find and apply to executive search partner jobs on Migrate Mate, which lists current openings from employers across the United States. Search the listings to find roles that match your specialty and experience level, then apply directly to each one that fits.
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