Job Description Summary

As an Executive Recruiter at GE Vernova, you will own the strategy & execution of executive level searches that directly shape how GEV delivers the energy transition. You will advise senior executives, influence talent strategy, and operate as a true search partner in a complex, global industrial technology organization.
This role suits someone who thrives in ambiguity, makes sound calls with incomplete data, and guides senior leaders in service of the right long term hire. You will balance pace with rigor, judgment with action, and strategy with execution.

Job Description

Key Responsibilities

• Deliver a disciplined, high‑touch candidate experience from first outreach through onboarding, with clear communication, strong closure, and executive‑grade follow‑through.
• Own end to end executive searches across GE Vernova segments, including functional areas of technology, engineering, digital, & project/program management.
• Design and execute data‑driven search strategies, using market intelligence and benchmark data to shape hiring decisions and expectations.
• Serve as a trusted advisor to senior leaders, providing insight on talent markets, role calibration, assessment rigor, and trade‑offs.
• Anchor hiring decisions in evidence through structured assessments, calibrated criteria, references, and comparative market insight.
• Build future‑ready executive talent networks by staying embedded in industrial and manufacturing talent communities through networks, referrals, research, and market monitoring.
• Act as an ambassador for GE Vernova’s mission, telling a clear and credible story that influences experienced leaders to consider meaningful career moves.
• Use market data and talent insights to inform workforce planning, succession conversations, and broader hiring strategy.
• Establish clear search governance, decision cadence, and milestones to maintain momentum and prevent search drift.
• Coach and elevate the executive recruiting community through shared standards, insights, and best practices.
• Uphold operational excellence, compliance, and confidentiality, holding yourself and others to high professional standards.
• Model integrity, curiosity, inclusivity, and collaboration while balancing speed, rigor, and trust.

Basic Qualifications

• Bachelor’s degree required.
• 10+ years of progressive talent acquisition experience within complex, global organizations.
• 4+ years leading executive searches at the VP or officer level, either in‑house within a Fortune 500 company or a global retained executive search firm.
• Proven success recruiting executive leaders in a metrics driven manufacturing, industrial operations, hardware & software engineering, infrastructure projects, or other heavy‑industry environments.
• Expertise in executive compensation, LTI, and negotiation
• Strong executive presence with the ability to communicate clearly and influence leaders across levels.
• Advanced skills in talent analytics, market mapping, and AI to support research, assessment, and decision quality.

Location

Flexible within the Eastern or Central Time Zone (U.S.). Periodic travel required based on stakeholder and search needs.

Core Competencies (What Great Looks Like)

Experience & Technical Skills

• Deep command of executive search fundamentals: research, longlisting, outreach, stakeholder calibration, structured assessment, and close.
• Strong program management skills, able to manage multiple high‑stakes searches while maintaining pace and discipline.
• Fluency with CRM/ATS platforms, recruitment analytics, market mapping tools, and AI‑enabled research workflows (Workday, Thrive, Copilot)
• Clear, concise storytelling that translates complex role contexts into compelling narratives for senior audiences.

Functional & Leadership Impact

• Strategic Talent Advisor: Shapes demand using market and organizational insight, not just fulfillment.
• Assessment Rigor: Grounds decisions in evidence, benchmarks, and independent judgment.
• Influence & Courage: Challenges assumptions, frames trade‑offs, and advocates for the right long‑term hire.
• Candidate Experience: Runs a respectful, transparent, and inclusive process that strengthens GE Vernova’s reputation.

Behavioral Characteristics

• Integrity & Confidentiality: Trusted with sensitive information and sound judgment.
• Inclusion Mindset: Designs equitable processes, broadens slates, and mitigates bias.
• Learning Orientation: Expe