We’re looking to bring on an experienced Executive Recruiter at Spire Search Partners.

This is a key opportunity for a seasoned contract or solo recruiter, finance/ops leader, or a search professional to do meaningful, high-level work on your own schedule (no business development, no client management).

Contract Executive Recruiter

Part-Time to Full-Time | Candidate-Facing Only | Private Equity Focus

About Spire Search Partners

Spire Search Partners is a 100% retained executive search firm built on a foundation of trusted C-suite relationships, data-driven research, and deep industry resources. With nearly 20 years of experience placing senior talent, we’ve evolved through areas of banking, capital markets, and asset management, but in recent years our focus has shifted heavily toward private markets – particularly private equity and portfolio companies.

We partner with elite mid-market PE firms and large institutions across the US, including several of the top funds in the world, as well as a deep book of lower middle market funds, to solve specific business issues by hiring critical strategic leadership. To stay deeply connected to our market, we actively engage our network by hosting executive roundtables throughout the year.

Our Core Coverage:

  • PE Firms – Accounting & Finance: CFOs, Controllers, FP&A, Portfolio Analytics
  • PE Firms – Portfolio Operations/Value Creation: Generalist, Value Creation, Digital, Human Capital, Finance Ops, GTM/Sales
  • Portfolio Companies: CFOs, Heads of FP&A, Heads of Finance, Chief of Staff

About the Role

This role begins as a part-time contract engagement and is designed to grow into a permanent, full-time position for the right person. You’ll start candidate-facing – no business development, no client management – with a clear path to a broader role as you learn the business and demonstrate impact.

We provide dedicated sourcing support and automated outreach systems. An administrator handles scheduling directly onto your calendar. Your initial focus is to pick up the phone, build immediate rapport, apply sharp critical judgment, and keep top-tier talent moving through the pipeline. As the role evolves, so will your responsibilities.

  • Volume: Expect 5 to 15 pre-scheduled calls per week (15–30 minutes each), plus a few hours of targeted follow-up. Total commitment fluctuates between 5 to 15 hours a week depending on active mandates and growing with the role.
  • Compensation: $50–$75/hour as contract recruiter (rate commensurate with experience). Upon conversion to a full-time position, expected total compensation is $125,000–$150,000/year.

Who This Is For

This is a strong fit for an experienced executive search professional or finance/operations leader who wants to re-engage with meaningful, high-level work and has the ambition to grow into a permanent role at a well-respected firm in the private markets space. It’s ideal for a contract or solo recruiter, a retired or semi-retired executive search professional, or a corporate veteran returning to the workforce.

This will not be a good fit if you need a rigid schedule, prefer to avoid the phone, or struggle to form a quick, confident read on senior executives.

Core Responsibilities

  • Conduct First-Round Screens: Run evidence-based, structured phone interviews with senior executives. You will pitch the opportunity clearly and evaluate competencies without sounding like you are reading a checklist.
  • Apply Critical Judgment: Act as a true evaluator and deliver decisive written feedback to the Managing Partner on whether a candidate should advance, and why.
  • Warm Follow-Up Outreach: Call and leave polished voicemails for candidates who haven’t responded to our email/LinkedIn campaigns. This is warm follow-up, not blind cold calling – most candidates have already received multiple touchpoints before you reach out.
  • Pre-Call Prep & CRM Updates: Briefly review the candidate’s LinkedIn profile and company website before calls so you can speak fluently about their background and business model. Post-call, capture concise summaries that are clear to the internal team, drive referral generation if they aren’t a fit, and log updates in RecruiterFlow.

What You Bring

  • Experience: A strong background in finance, banking, consulting, or corporate operations. Strong preference for individuals with contingent or retained executive search experience.
  • Executive Presence & EQ: The gravitas to converse confidently with C-suite talent, read between the lines, and accurately evaluate those same qualities in the candidates you interview.
  • Operational Agility & Persistence: An organized, self-managed working style. This is a fast-paced environment where we expect a quick turnaround; when a candidate surfaces, we need to react and move them immediately. You are persistent, disciplined with follow-ups, and don’t let talent go cold.
  • Calendar Flexibility: You must have the flexibility to work across US time zones to accommodate candidate availability.
  • Growth Mindset: You want to build something and are excited by the prospect of growing into a permanent role at a firm with a strong market reputation.

How to Apply

Email: [email protected]