Principal Recruiter

At Fortive, we empower creativity and bold thinking to unlock breakthrough solutions and accelerate innovation. We are committed to building diverse, high-performing teams and believe that inclusive talent strategies create a competitive advantage in the markets we serve.

Role Overview

We are seeking a strategic and results-driven Principal Recruiter to lead full-cycle recruiting across Corporate, G&A, Technical, and Commercial functions. This individual will serve as a trusted advisor to business leaders and HR partners, driving talent strategies that enable organizational growth and deliver exceptional hiring outcomes.

The Principal Recruiter will bring deep expertise across multiple talent segments including Engineering, Product, Sales, Marketing, Finance, Human Resources, Legal, Operations, and Executive-level talent. This role requires balancing recruiting excellence, business partnership, talent intelligence, and operational rigor while delivering an exceptional hiring manager and candidate experience.

Key Responsibilities

Strategic Talent Leadership

• Define and execute talent acquisition strategies aligned with business priorities, workforce planning objectives, and growth initiatives
• Serve as a trusted advisor to business leaders and HR partners on talent market dynamics, hiring strategy, organizational design, and workforce planning
• Influence hiring decisions through talent intelligence, labor market insights, and competitive benchmarking

Full-Cycle Talent Acquisition

• Lead end-to-end recruitment for complex and high-impact positions across Corporate, G&A, Technical, and Commercial functions
• Manage diverse hiring portfolios including Engineering, Product Management, Data & Analytics, Cybersecurity, Sales, Marketing, Finance, Human Resources, Legal, Operations, and Executive Leadership
• Drive efficient and high-quality hiring outcomes while maintaining a strong focus on candidate and stakeholder experience

Advanced Sourcing & Talent Attraction

• Design and execute innovative sourcing strategies to identify and engage top-tier, diverse talent across multiple functional disciplines
• Leverage LinkedIn Recruiter, talent intelligence platforms, networking, referrals, industry associations, and AI-enabled sourcing tools
• Build and nurture talent communities to support both immediate and future hiring needs

Candidate Assessment & Experience

• Conduct structured assessments and partner closely with hiring teams to evaluate candidates against technical, professional, and leadership competencies
• Guide interview teams through best practices, calibration discussions, and selection decisions
• Deliver a transparent, high-touch candidate experience that reflects Fortive’s values and employer brand

Stakeholder Partnership

• Build strong relationships with hiring managers, HR Business Partners, executives, and cross-functional stakeholders
• Facilitate intake meetings, talent reviews, calibration sessions, and hiring strategy discussions
• Provide proactive communication, consultation, and insights throughout the recruiting lifecycle

Talent Pipelining & Workforce Planning

• Develop strategic talent pipelines for critical and hard-to-fill roles across multiple business functions
• Partner with leaders to anticipate future talent needs and create proactive talent attraction strategies
• Identify talent gaps and recommend solutions to strengthen organizational capability

Employer Brand & Market Positioning

• Champion Fortive’s employer value proposition across professional, technical, and commercial talent communities
• Represent Fortive at industry events, networking forums, and talent engagement initiatives
• Partner with internal teams to strengthen awareness and attraction strategies in key talent markets

Data & Insights-Driven Recruiting

• Utilize recruiting metrics, talent market data, and competitive intelligence to drive hiring strategy and decision-making
• Monitor key performance indicators including time-to-fill, pipeline health, conversion rates, offer acceptance rates, and hiring manager satisfaction
• Provide actionable recommendations to improve recruiting efficiency, effectiveness, and quality of hire

Executive-Level Advisory

• Advise senior leaders on talent supply and demand trends, compensation benchmarking, organizational competitiveness, and workforce risks
• Influence hiring