From Cvent's posting. “We” and “our” refer to the employer.
Overview:
Our Culture and Impact
Cvent is a leading meetings, events, and hospitality technology provider with 6,000+ employees and 34,000+ customers worldwide, including 60% of the Fortune 500. Founded in 1999, Cvent delivers a comprehensive event marketing and management platform for marketers and event professionals and offers software solutions to hotels, special event venues, and destinations to help them grow their group/MICE and corporate travel business. Our technology brings millions of people together at events around the world.
In short, we’re transforming the meetings and events industry through innovative technology that powers human connection.
Cvent's strength lies in its people, fostering a culture where everyone is encouraged to think like entrepreneurs, taking risks and making decisions confidently. We value diverse perspectives and celebrate differences, working together with colleagues and clients to build strong connections.
AI at Cvent: Leading the Future
Are you ready to shape the future of work at the intersection of human expertise and AI innovation? At Cvent, we’re committed to continuous learning and adaptation—AI isn’t just a tool for us; it’s part of our DNA. We’re looking for candidates who are eager to evolve alongside technology. If you love to experiment boldly, share your discoveries, and help define best practices for AI-augmented work, you’ll thrive here.
Our team values professionals who thoughtfully integrate AI into their daily work, delivering exceptional results while relying on the human judgment and creativity that drive real innovation.
Throughout our interview process, you’ll have the chance to demonstrate how you use AI to learn, iterate, and amplify your impact. If you’re excited to be part of a team that’s leading the way in AI-powered collaboration, we’d love to meet you.
The Principal Corporate Recruiter is a highly strategic, hands-on talent acquisition partner responsible for delivering executive and senior-level searches while flexing across critical corporate and shared-services hiring needs. This individual will serve as a trusted advisor to senior leaders, bringing an informed point of view on leadership talent, market dynamics, organizational design, and search strategy.
This role owns full-lifecycle recruiting for executive and high-impact searches, with primary focus on leadership hiring and the ability to support roles across PMO, Legal, HR, Corporate Shared Services, Finance, Marketing, Sales, and Client Success. The Principal Corporate Recruiter will operate as an escalation point for the most complex, confidential, and business-critical searches; elevate hiring quality and speed; and build scalable practices that strengthen the broader Talent Acquisition team.
In This Role, You Will:
Lead executive and strategic searches
Own end-to-end recruiting for executive, senior leadership, and other high-impact corporate searches—from role scoping through offer acceptance and onboarding handoff.
Partner with executive sponsors and hiring leaders to define business context, success profiles, leadership competencies, assessment criteria, interview plans, and closing strategy.
Build and execute discreet, targeted, and research-led search strategies that engage passive, high-caliber talent and generate diverse leadership slates.
Lead rigorous candidate assessment, executive candidate preparation, debrief facilitation, reference strategy, and offer negotiations.
Manage confidential searches with exceptional judgment, discretion, and candidate care.
Serve as a strategic talent advisor
Develop deep understanding of Cvent’s business strategy, organizational priorities, and the leadership capabilities needed to deliver results.
Advise senior leaders on talent availability, competitive landscape, compensation considerations, level and profile calibration, and tradeoffs that affect search outcomes.
Influence clear, timely, evidence-based decisions; respectfully challenge assumptions and reset search strategy when market data or candidate feedback warrants a change.
Coach executives, hiring managers, and interviewers on structured interviewing, leadership assessment, inclusive selection practices, and an exceptional candidate experience.
Lead regular talent and pipeline reviews for priority functions, surfacing risks, recommendations, and actions.
Flex across corporate and shared-services hiring
Independently manage a portfolio that can span executive searches and critical individual contributor through senior-leader roles across PMO, Legal, HR, Corporate Shared Services, Finance, Marketing, Sales, and Client Success.
Quickly develop functional fluency, build targeted talent maps, and adapt search approaches to changing business priorities.
Step into urgent, hard-to-fill, sensitive, or escalated searches across the team to protect business outcomes and candidate experience.
Build and maintain proactive talent communities for priority leadership and functional talent segments.
Advance TA capability, innovation, and operational excellence
Use AI-enabled sourcing, talent intelligence, workflow automation, and candidate-engagement tools to accelerate research, improve search quality, and reduce time-to-slate without compromising human judgment or candidate care.
Translate recruiting analytics, funnel health, offer outcomes, and market insights into practical improvements to search strategy and TA operations.
Own or co-own high-impact TA initiatives, such as executive-search practices, leadership assessment, interview design, AI-enabled workflows, market intelligence, or data quality.
Create reusable playbooks, templates, training, and case studies that scale best practices across the TA organization.
Mentor recruiters and sourcers on executive-search strategy, stakeholder influence, assessment, closing, market intelligence, and data discipline.
Maintain accurate, compliant, and timely data in the ATS, CRM, and related systems; champion high-quality candidate stories, interview documentation, and reporting standards.
Deliver an exceptional, inclusive experience
Represent Cvent’s culture, values, and employee value proposition credibly and compellingly with executive candidates and senior stakeholders.
Ensure a high-touch, timely, transparent, and respectful candidate experience at every stage of the process.
Design and execute inclusive search strategies that broaden access to exceptional talent and support diverse candidate slates.
Partner closely with HR Business Partners, Compensation, Legal, TA Operations, and other stakeholders to deliver equitable, compliant, and competitive outcomes.
Here's What You Need:
10+ years of full-lifecycle recruiting experience, including significant experience leading complex executive and senior-level searches in a corporate, executive-search firm, or blended environment.
Demonstrated success recruiting and closing Director-level and above talent, including confidential, high-stakes, and difficult-to-fill searches.
Broad corporate/G&A recruiting experience across several of the following areas: PMO, Legal, HR, Corporate Shared Services, Finance, Marketing, Client Success, Operations, or Sales.
Proven ability to earn credibility with and influence executive leaders through strong business acumen, sound judgment, market intelligence, and clear communication.
Expertise in executive sourcing, talent mapping, leadership assessment, structured interviewing, candidate engagement, and offer strategy.
A track record of using talent-market data and recruiting analytics to shape role design, search strategy, and hiring decisions.
Demonstrated experience using AI and automation tools in recruiting, such as AI-enabled sourcing, research, outreach, CRM automation, candidate engagement, talent intelligence, or workflow optimization—and the judgment to apply them thoughtfully.
Experience coaching recruiters, sourcers, hiring managers, or interviewers and elevating team-wide recruiting practices.
Strong negotiation, influencing, relationship-building, and project-management skills, with the ability to navigate ambiguity and competing priorities.
Experience with ATS and CRM systems and a high standard for process rigor, data integrity, and compliance.
Commitment to inclusive recruiting practices and to delivering equitable, high-quality candidate and hiring-manager experiences.
Experience in SaaS, technology, or another fast-paced, high-growth environment is strongly preferred.
What Success Looks Like
Executive and business leaders view you as a trusted, commercially minded talent advisor—not solely a recruiting partner.
Priority executive and senior searches produce high-quality, diverse slates; timely decisions; and strong offer outcomes.
You can seamlessly shift between executive searches and critical corporate hiring needs without sacrificing rigor, pace, or candidate experience.
Your market intelligence, search discipline, and executive assessment improve hiring decisions and reduce avoidable search resets.
You create scalable impact beyond your own requisitions through mentorship, playbooks, AI-enabled innovation, and measurable TA process improvements.
You consistently model excellent stakeholder partnership, data quality, discretion, inclusion, and candidate care.
This job posting is intended to comply with all applicable laws. If we learn during the course of our recruitment process that, due to an applicant’s location, further information about the position is required, including certain salary information, this information in this posting will be supplemented accordingly.
The estimated base salary range for new hires into this role is $110,000 - $135,000 annually + bonus depending on factors such as job-related knowledge, relevant experience, and location. We also offer a competitive benefits package, details of which can be found here.
Physical Demands
W e are not able to offer sponsorship for this position
Responsibilities
Lead executive and strategic searches
Own end-to-end recruiting for executive, senior leadership, and other high-impact corporate searches—from role scoping through offer acceptance and onboarding handoff.
Partner with executive sponsors and hiring leaders to define business context, success profiles, leadership competencies, assessment criteria, interview plans, and closing strategy.
Build and execute discreet, targeted, and research-led search strategies that engage passive, high-caliber talent and generate diverse leadership slates.
Lead rigorous candidate assessment, executive candidate preparation, debrief facilitation, reference strategy, and offer negotiations.
Manage confidential searches with exceptional judgment, discretion, and candidate care.
Serve as a strategic talent advisor
Develop deep understanding of Cvent’s business strategy, organizational priorities, and the leadership capabilities needed to deliver results.
Advise senior leaders on talent availability, competitive landscape, compensation considerations, level and profile calibration, and tradeoffs that affect search outcomes.
Influence clear, timely, evidence-based decisions; respectfully challenge assumptions and reset search strategy when market data or candidate feedback warrants a change.
Coach executives, hiring managers, and interviewers on structured interviewing, leadership assessment, inclusive selection practices, and an exceptional candidate experience.
Lead regular talent and pipeline reviews for priority functions, surfacing risks, recommendations, and actions.
Flex across corporate and shared-services hiring
Independently manage a portfolio that can span executive searches and critical individual contributor through senior-leader roles across PMO, Legal, HR, Corporate Shared Services, Finance, Marketing, Sales, and Client Success.
Quickly develop functional fluency, build targeted talent maps, and adapt search approaches to changing business priorities.
Step into urgent, hard-to-fill, sensitive, or escalated searches across the team to protect business outcomes and candidate experience.
Build and maintain proactive talent communities for priority leadership and functional talent segments.
Advance TA capability, innovation, and operational excellence
Use AI-enabled sourcing, talent intelligence, workflow automation, and candidate-engagement tools to accelerate research, improve search quality, and reduce time-to-slate without compromising human judgment or candidate care.
Translate recruiting analytics, funnel health, offer outcomes, and market insights into practical improvements to search strategy and TA operations.
Own or co-own high-impact TA initiatives, such as executive-search practices, leadership assessment, interview design, AI-enabled workflows, market intelligence, or data quality.
Create reusable playbooks, templates, training, and case studies that scale best practices across the TA organization.
Mentor recruiters and sourcers on executive-search strategy, stakeholder influence, assessment, closing, market intelligence, and data discipline.
Maintain accurate, compliant, and timely data in the ATS, CRM, and related systems; champion high-quality candidate stories, interview documentation, and reporting standards.
Deliver an exceptional, inclusive experience
Represent Cvent’s culture, values, and employee value proposition credibly and compellingly with executive candidates and senior stakeholders.
Ensure a high-touch, timely, transparent, and respectful candidate experience at every stage of the process.
Design and execute inclusive search strategies that broaden access to exceptional talent and support diverse candidate slates.
Partner closely with HR Business Partners, Compensation, Legal, TA Operations, and other stakeholders to deliver equitable, compliant, and competitive outcomes.
Qualifications
10+ years of full-lifecycle recruiting experience, including significant experience leading complex executive and senior-level searches in a corporate, executive-search firm, or blended environment.
Demonstrated success recruiting and closing Director-level and above talent, including confidential, high-stakes, and difficult-to-fill searches.
Broad corporate/G&A recruiting experience across several of the following areas: PMO, Legal, HR, Corporate Shared Services, Finance, Marketing, Client Success, Operations, or Sales.
Proven ability to earn credibility with and influence executive leaders through strong business acumen, sound judgment, market intelligence, and clear communication.
Expertise in executive sourcing, talent mapping, leadership assessment, structured interviewing, candidate engagement, and offer strategy.
A track record of using talent-market data and recruiting analytics to shape role design, search strategy, and hiring decisions.
Demonstrated experience using AI and automation tools in recruiting, such as AI-enabled sourcing, research, outreach, CRM automation, candidate engagement, talent intelligence, or workflow optimization—and the judgment to apply them thoughtfully.
Experience coaching recruiters, sourcers, hiring managers, or interviewers and elevating team-wide recruiting practices.
Strong negotiation, influencing, relationship-building, and project-management skills, with the ability to navigate ambiguity and competing priorities.
Experience with ATS and CRM systems and a high standard for process rigor, data integrity, and compliance.
Commitment to inclusive recruiting practices and to delivering equitable, high-quality candidate and hiring-manager experiences.
Experience in SaaS, technology, or another fast-paced, high-growth environment is strongly preferred.
What Success Looks Like
Executive and business leaders view you as a trusted, commercially minded talent advisor—not solely a recruiting partner.
Priority executive and senior searches produce high-quality, diverse slates; timely decisions; and strong offer outcomes.
You can seamlessly shift between executive searches and critical corporate hiring needs without sacrificing rigor, pace, or candidate experience.
Your market intelligence, search discipline, and executive assessment improve hiring decisions and reduce avoidable search resets.
You create scalable impact beyond your own requisitions through mentorship, playbooks, AI-enabled innovation, and measurable TA process improvements.
You consistently model excellent stakeholder partnership, data quality, discretion, inclusion, and candidate care.
This job posting is intended to comply with all applicable laws. If we learn during the course of our recruitment process that, due to an applicant’s location, further information about the position is required, including certain salary information, this information in this posting will be supplemented accordingly.
The estimated base salary range for new hires into this role is $110,000 - $135,000 annually + bonus depending on factors such as job-related knowledge, relevant experience, and location. We also offer a competitive benefits package, details of which can be found here.
Physical Demands
W e are not able to offer sponsorship for this position
About this listing
LAYIQ is an independent job-discovery service. This listing does not imply a partnership with or endorsement by the employer. Review the original posting for current details and availability.
