Director, Executive Recruiting & Talent Intelligence

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.

This role sits at the intersection of two mandates that converge into one strategic function. AlphaSense is investing in a set of new, high-velocity product initiatives that require identifying a very specific archetype: founder-caliber builders with deep roots in the fintech and institutional finance ecosystem. Finding those people — before they’re looking, through relationships built over years — requires the kind of market intelligence and network depth that most recruiting functions don’t have.

That same capability — deep market intelligence, warm networks, and the judgment to know which people will define this company’s future — is exactly what powers a world-class executive search function. So this role also owns VP-and-above hiring end-to-end: building the operating model, rationalizing our use of external agencies, and operating as the definitive internal authority on how AlphaSense identifies and closes the world’s best leaders.

You are not filling a search desk. You are building a function from scratch and establishing talent intelligence as a strategic asset at AlphaSense, with a direct relationship with our executive team 

• 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.
• You have an existing, warm network inside the NYC fintech entrepreneurial community — founders, operators, and builders who have taken products to market in institutional finance
• You’ve worked closely with or inside VC firms, venture studios, or high-growth companies in their company-defining windows
• You’ve operated at the intersection of recruiting and market intelligence — you think in competitive dynamics, not requisition queues
• 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.
• 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
• 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.

Talent intelligence & specialist sourcing — architect & build

• Map the NYC fintech and institutional finance ecosystem — founders, operators, and builders who have taken products to market — and build proactive pipelines for high-priority, specialized hiring initiatives
• Develop deep, ongoing relationships with the NYC fintech entrepreneurial community: VC and venture studio ecosystems, portfolio talent teams, and founder networks where this archetype concentrates
• Know who the relevant players are before they post on LinkedIn — and have the relationships that mean they’ll take your call
• Support targeted hiring for new product initiatives where the talent profile sits outside traditional recruiting channels — and where speed and network depth matter more than process
• Connect specialist sourcing to core senior product hiring: the entrepreneurial builder archetype and the senior PM talent we want in our product team live in the same networks — one intelligence flywheel serves both
• Build this as a durable, function-wide capability that informs the entire TA organization over time

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.

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.