Job Description

What you’ll do The Senior Executive Recruiter will lead end‑to‑end executive searches, partnering directly with senior leadership to attract, assess, and close world‑class talent across the organization. This role operates as a strategic advisor to the business, leveraging deep market expertise and executive recruiting experience to influence hiring decisions, shape organizational design, and build long‑term leadership pipelines. This role requires a high degree of ownership, executive presence, and judgment. You will drive complex, high‑stakes searches for Director+ roles while delivering an exceptional, high‑touch candidate experience. Where you’ll work This role will be based in our SF office. We are a hybrid environment that combines the energy and connections of being in the office with the benefits and flexibility of working from home. We currently require a minimum of three coordinated days in the office per week, Monday, Wednesday, and Thursday. As a perk, we also have up to four weeks per year of fully remote work! Responsibilities Lead full‑cycle executive searches from intake through close, including role definition, sourcing strategy, assessment, and offer negotiation Partner directly with the Executive Team and senior business leaders as a trusted advisor on hiring strategy, org design, and leadership talent decisions Drive rigorous executive assessment, evaluating candidates on leadership competencies, business impact, and cultural alignment Build and engage high‑caliber pipelines of Director+ talent across G&A and GTM functions Deliver market insights and talent intelligence that influence hiring decisions, compensation strategy, and competitive positioning Own and deliver a best‑in‑class, high‑touch candidate experience for senior leaders Lead offer strategy, negotiation, and closing for complex executive hires Partner on succession planning and long‑term leadership pipeline development Collaborate with Executive Sourcers to leverage research, market mapping, and talent intelligence effectively Manage and optimize relationships with external executive search firms when needed Track and analyze search performance, continuously improving executive hiring outcomes Requirements 6+ years of experience in executive recruiting, either in‑house or within a retained search firm Proven track record of successfully closing Director+ roles across multiple business functions Strong experience partnering directly with executive stakeholders and influencing senior‑level hiring decisions Expertise in executive assessment, including evaluating leadership competencies and organizational fit Experience managing complex, high‑stakes searches with multiple stakeholders and competing priorities Strong negotiation skills with experience closing senior executive candidates Ability to synthesize market data and talent insights into clear, actionable recommendations High level of professionalism, discretion, and executive presence Experience in tech, fintech, or high‑growth environments preferred Bonus points Prior experience in a retained executive search firm or boutique search agency Established network of executive talent within G&A (Finance, Legal, People, Ops) or GTM (Sales, Marketing, Customer Success) functions Experience supporting succession planning and executive‑level talent strategy Strong understanding of executive compensation structures and benchmarking Experience mentoring or leading other recruiters or sourcers Compensation The expected salary range for this role is $156,392‑$195,490. However, the starting base pay will depend on a number of factors including the candidate’s location, skills, experience, market demands, and internal pay parity. Depending on the position offered, equity and other forms of compensation may be provided as part of a total compensation package. Please be aware, job‑seekers may be at risk of targeting by malicious actors looking for personal data. Brex recruiters will only reach out via LinkedIn or email with a brex.com domain. Any outreach claiming to be from Brex via other sources should be ignored. #J-18808-Ljbffr

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