Job Description

The Headlines

10th St. Talent is a boutique executive search firm built to help small and medium sized, growth-focused businesses make leadership hires that actually stick. We run rigorous, retained, relationship-first searches for private equity portfolios, family offices and investor-backed businesses who don’t have room for a bad hire.

We’ve been growing at a fast pace. That growth means we need experienced recruiters who can step in, own searches, and deliver — without a long ramp or a lot of hand-holding.

One thing to know upfront: we are a deeply tech-enabled firm. AI tools, automation, and modern SaaS are core to how we work — not nice-to-haves. If you’re not genuinely fluent in tech and actively curious about what’s possible, you’ll struggle here.

If you’ve been in executive search for 3–5 years, you’ve sat in on C-level searches, you’ve fully owned Manager/Director/VP-level searches end-to-end, and you’ve carried a $400k+ billing target — we’d like to talk.

What This Role Is

You’ll carry an active search load and own it from first call to signed offer. That means running discovery with CEOs and private equity groups, building pipelines worth presenting, conducting structured in-depth interviews, preparing honest candidate assessments, and managing both client and candidate relationships with professionalism and care.

Day-to-day, you’ll:

• Dig into the business. Sit down with founders and operators to understand how the company makes money, where it’s stuck, and what great actually looks like in the role.
• Map the market. Research industries, companies, and talent pools. Build target lists. Find off-the-radar candidates using LinkedIn and every other tool in your kit.
• Assess with precision. Run structured in-depth interviews. Dig into track record, decision-making patterns, and leadership style. Write it up clearly, honestly, and with evidence.
• Own the relationship. Keep clients and candidates informed, move people through stages, maintain clean records, and make sure nothing falls through the cracks.
• Speak up. Call out when a profile needs to flex, when a candidate is stronger than they look on paper, or when a client’s expectations are misaligned. That’s part of the value you bring.

You won’t be required to run business development at 10th St. But if you bring in clients, there’s a real, material commission structure for that too.

How We Work

We are a tech-enabled firm — full stop. The expectation isn’t that you’ve used our exact tools. The expectation is that you’re fluent enough to pick them up fast, and that you’re the type of person who actively looks for ways technology can make your work better. If SaaS tools and automations are your love language, you’re going to fit right in.

If you’re still doing things manually that a tool could handle, or if you’re resistant to learning new platforms, this isn’t the right fit.

What’s Behind You

This isn’t a lone-wolf desk. When you join 10th St., you’re backed by a firm that has invested seriously in the infrastructure to make great search work possible.

• Marketing. We have a marketing function that handles firm presence & content, search content & materials, candidate outreach campaigns, etc.
• Research & Analysis. You’ll have analytical support to help build target lists, map markets, and surface candidates that makes your sourcing sharper and your client conversations more credible.
• Assessments Partnership. We partner with a best-in-class assessment provider to add a behavioral and cognitive science layer to every search. You’ll have real data to support your candidate evaluations — not just instinct.
• Business Systems Support. Our internal systems — ATS, outreach tooling, workflow automations, templates — are already built and maintained. You’re stepping into a functioning operation, not building it.

You bring the search expertise. We bring everything else needed to let you do it at a high level.

Who We’re Looking For

• You’ve done the work. 3–5 years in executive search at an agency or boutique firm. You’ve participated in C-level searches and fully owned Manager, Director, and VP-level searches — intake to close. You’ve hit a $400k+ billing target.
• You own the whole desk. You know what it means to manage a search from first call to offer without someone else driving. You set the cadence, manage the relationship, and hold the bar.
• You’re a sharp evaluator. You can tell the difference between a candidate who sounds great and one who actually is. Your write-ups are specific, evidence-based, and honest.
• You communicate like a professional. You know how to tell a client something they don’t want to hear, and you do it with clarity and respect. You keep candidates informed. You close loops without being chased.
• You thrive without guardrails. Remote means self-directed. You manage your time, your pipeline, and your accountability. You don’t wait for permission to take the next step.
• You’re genuinely tech-fluent. SaaS tools, AI-assisted workflows, and automation aren’t a learning curve for you — they’re how you work. You pick up new platforms quickly, find smarter ways to do things, and don’t need a tech sherpa. Our firm runs on modern tooling and expects everyone to as well.

How Our Values Shape Who Thrives Here

At 10th St., we live out our values. If you see yourself here, you’ll probably feel at home.

• Clarity + Candor — We say the quiet parts out loud — early, kindly, and in plain English. In this role, that looks like telling a CEO when the search profile is off, or giving a candidate feedback they can actually use.
• Evidence Over Ego — We don’t sell fairy tales; we show our work. Your recommendations will be backed by real candidate evidence and operating context, not hype.
• Bias for Action & Disciplined Grit — Search is long-cycle and messy. You’ll thrive if you like taking the next concrete step, keeping momentum, and holding the bar even when it’s inconvenient.
• Relational Professionalism — We care deeply about people. You’ll treat every candidate and client with warmth and respect — and you’ll protect confidentiality like your reputation depends on it, because it does.
• Stewardship Mindset — We think in years, not weeks. How you show up for clients and candidates today reflects the firm’s reputation tomorrow.
• Resourceful Craft — You’re the person who says, “There’s got to be a better way,” and then goes and finds it. That increasingly means leveraging AI, automation, and the right SaaS tools — not just working harder. Scrappy, curious, and tech-forward. Your first instinct is to try things and bring back options.

What We Need to See

• 3–5 years of executive search experience at an agency or boutique search firm
• Demonstrated participation in C-level searches
• Business fluency – you understand how successful businesses work
• Full ownership of Manager, Director, and/or VP-level searches from intake to close
• Prior billing target of $400k+ annually (and a track record of hitting it)
• Experience managing both client and candidate relationships end-to-end
• Strong written and verbal communication
• Comfort operating remotely and independently without day-to-day oversight
• Genuine SaaS fluency — you’re comfortable with CRM platforms, AI-assisted research tools, automation workflows, and productivity software; you adopt new tools without resistance
• Curiosity about how AI and technology can improve your search work, not skepticism toward it

The Nuts and Bolts

• Location: Remote (U.S.-based)
• Travel: Minimal
• Compensation: Commission based with a monthly draw against commission to provide income stability. If you bring in new clients, there’s a material, additional commission opportunity for that. Comp is structured to reward delivery.