Job Description

Turner & Townsend is a global professional services company with over 22,000 people in more than 60 countries. 

Working with our clients across real estate, infrastructure, energy and natural resources, we transform together delivering outcomes that improve people’s lives. Working in partnership makes it possible to deliver the world’s most impactful projects and programmes as we turn challenge into opportunity and complexity into success. 

Our capabilities include programme, project, cost, asset and commercial management, controls and performance, procurement and supply chain, net zero and digital solutions. 

We are majority-owned by CBRE Group, Inc., the world’s largest commercial real estate services and investment firm, with our partners holding a significant minority interest. Turner & Townsend and CBRE work together to provide clients with the premier programme, project and cost management offering in markets around the world. 

Job Description

The Senior Corporate Executive Recruiter is a high‑impact, strategic talent advisor responsible for leading end‑to‑end recruitment for C‑suite, board‑level, and senior executive roles. This role partners closely with executive leadership, HR, and governance stakeholders to deliver best‑in‑class executive hiring outcomes while ensuring confidentiality, rigor, and alignment with long‑term business strategy. 

Responsibilities:

• Lead full‑cycle recruitment for C‑suite, EVP, SVP, and other enterprise‑critical leadership roles, ensuring discretion, integrity, and alignment with corporate governance standards. 
• Partner directly with CEOs, Presidents, Board members, and executive leadership teams to understand business strategy, leadership gaps, succession planning needs, and future capability requirements. 
• Facilitate high‑caliber executive intake sessions to define success profiles, leadership competencies, cultural fit, and impact expectations for senior leadership roles. 
• Design and execute bespoke executive sourcing strategies, including market mapping, competitive intelligence, and proactive identification of passive executive talent. 
• Provide executive stakeholders with data‑driven insights on leadership market trends, compensation benchmarks, organizational design, and talent availability. 
• Act as a trusted advisor on executive hiring best practices, inclusive leadership representation, confidentiality considerations, and risk mitigation. 
• Serve as the primary point of contact for executive candidates, delivering a white‑glove, highly professional candidate experience from initial outreach through onboarding. 
• Confidently represent the company’s executive value proposition, organizational vision, governance structure, and leadership expectations to senior‑level candidates. 
• Manage highly sensitive searches with discretion, ensuring confidentiality for both internal stakeholders and external executive candidates. 
• Lead executive‑level candidate assessment processes, including structured interviews, leadership competency evaluations, and executive debriefs. 
• Guide executive panels through objective decision‑making, ensuring alignment with leadership frameworks, diversity goals, and succession strategies. 
• Lead and manage executive offer negotiations, including compensation design, equity considerations, incentives, severance, and executive contract terms in partnership with HR and leadership. 
• Partner closely with HR leadership, Legal, Compensation, and Governance teams to ensure executive hiring aligns with internal equity, compliance, and regulatory requirements. 
• Contribute to board‑ready talent materials, succession planning insights, and leadership pipeline reporting as required. 
• Mentor and guide recruiters supporting leadership hiring, executive mapping, and senior stakeholder engagement. 
• Drive continuous improvement in executive recruitment processes, assessment rigor, and stakeholder experience. 
• Champion ethical hiring, inclusive leadership representation, and enterprise‑wide talent excellence at the most senior levels of the organization. 
• SOX control responsibilities may be part of this role and must be adhered to where applicable. 

Qualifications

• 8+ years of progressive experience in talent acquisition or executive recruitment, with demonstrated success leading C‑suite, EVP, SVP, and other enterprise‑critical leadership searches. 
• Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or a related field; advanced degree or executive search certification preferred. 
• Proven ability to partner directly with CEOs, Presidents, Boards, and senior executive teams as a trusted advisor on leadership hiring, succession planning, and talent strategy. 
• Deep expertise in executive sourcing methodologies, including market mapping, competitor intelligence, passive candidate identification, and confidential search execution. 
• Strong proficiency in ATS and CRM platforms, LinkedIn Recruiter, and executive research tools, with disciplined documentation and reporting practices. 
• Exceptional executive presence and communication skills, with the credibility to influence, advise, and challenge senior stakeholders constructively. 
• Demonstrated experience assessing executive leadership capabilities, cultural alignment, and long‑term organizational impact using structured and objective evaluation methods. 
• Advanced experience leading executive compensation discussions, including base, bonus, equity, incentives, and contractual terms, in partnership with HR and leadership. 
• Highly organized and resilient, with the ability to manage multiple high‑stakes searches simultaneously in a fast‑paced, complex corporate environment. 
• Prior experience recruiting executives within professional services, construction, real estate, infrastructure, energy, or similarly complex matrixed organizations preferred. 
• Demonstrated commitment to inclusive leadership representation, ethical recruiting practices, and delivering a white‑glove executive candidate experience. 

Additional Information

Turner & Townsend is an Affirmative Action and Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.  Equal Employment Opportunity Posters If you’d like to view a copy of the company’s affirmative action plan, please email  recruitmentUSA@turntown.com . If you are an individual with a disability and would like to request a reasonable accommodation as part of the employment selection process, please contact the Human Resources Department at 713-457-9400 or  recruitmentUSA@turntown.com . This telephone line and email address is reserved solely for job seekers with disabilities requesting accessibility assistance or an accommodation in the job application process. Please do not call about the status of your job application if you do not require accessibility assistance or an accommodation. Messages left for other purposes, such as following up on an application or non-disability related technical issues, will not receive a response.

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It is strictly against Turner & Townsend policy for candidates to pay any fee in relation to our recruitment process. No recruitment agency working with Turner & Townsend will ask candidates to pay a fee at any time. 

Any unsolicited resumes/CVs submitted through our website or to Turner & Townsend personal e-mail accounts, are considered property of Turner & Townsend and are not subject to payment of agency fees. In order to be an authorised Recruitment Agency/Search Firm for Turner & Townsend, there must be a formal written agreement in place and the agency must be invited, by the Recruitment Team, to submit candidates for review. 

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