Lead Executive Search Partner
Coraopolis, Pennsylvania
At DICK'S Sporting Goods, we believe in how positively sports can change lives. On our team, everyone plays a critical role in creating confidence and excitement by personally equipping all athletes to achieve their dreams. We are committed to creating an inclusive and diverse workforce, reflecting the communities we serve.
If you are ready to make a difference as part of the world's greatest sports team, apply to join our team today!
OVERVIEW:
As a Lead Executive Search Partner, you will serve as a high‑impact, enterprise‑wide talent strategist responsible for leading multiple, concurrent senior‑level and executive searches across each of our business functions. Operating as a trusted advisor to senior leadership, you will shape role definition, guide success profiling, influence compensation decisions, and provide deep market insights that inform our executive hiring strategies.
You will build strong, consultative partnerships with hiring managers and HR Business Partners, delivering a sophisticated, high‑touch search experience that reflects the caliber and complexity of the roles you support. You will proactively map markets, develop diverse pipelines of executive talent, and engage candidates with the professionalism, discretion, and executive presence required at the highest levels of the organization.
In this role, you will influence and collaborate with leaders up to and including the C-suite, present talent recommendations backed by data and competitive intelligence, and drive decision‑making throughout each search. Beyond managing searches, you will play a pivotal role in elevating the craft of recruiting across the Talent Acquisition functions, shaping best practices, mentoring peers, strengthening tools and processes, and contributing to a culture of excellence that supports the company's long‑term growth.
Executive Search Strategy, Advisory & Intake Leadership
As the Lead Executive Search Partner, this role leads strategic intake discussions with senior leaders and HR Business Partners to define role requirements, success profiles, and the ideal leader archetype for each search.
It serves as a trusted advisor to executives by shaping role clarity, guiding success profiling, and offering deep market insights and competitive intelligence that influence hiring strategy.
The role advises leaders up to and including the C‑suite on compensation considerations, talent availability, and organizational competitiveness, ensuring alignment and informed decision‑making at every stage.
It provides consistent communication and strategic counsel throughout each search, ensuring a thoughtful, aligned, and well‑managed executive hiring process.
Talent Sourcing, Market Mapping & Pipeline Development
This role builds and executes advanced recruitment strategies to proactively identify and attract diverse, highly skilled executive‑level talent.
It leverages search engines, social platforms, professional networks, competitive intelligence, and non‑traditional sourcing channels to create robust and targeted pipelines.
The Lead Executive Search Partner develops deep market maps and maintains a strong understanding of industry landscapes, competitor structures, and "who's who" talent insights.
The role continuously engages with industry events and executive‑level communities to stay current on recruiting trends, talent movements, and emerging leadership profiles that support enterprise‑wide succession and executive workforce needs.
Candidate Assessment, Engagement & Search Management
This position evaluates candidate qualifications by reviewing professional experience, education, leadership capabilities, compensation needs, and cultural alignment.
It conducts structured video and in‑person interviews and provides informed, data‑supported recommendations to hiring managers throughout the search.
The Lead Executive Search Partner oversees the creation and deployment of customized interview tools - including tailored interview guides, competency‑based scorecards, and structured evaluation frameworks - to ensure consistency, rigor, and fairness across each executive search.
In addition, the role partners closely with peers on the Executive Search team to deliver the most seamless and high‑touch experience possible for candidates, hiring managers, and HR partners.
It manages search documentation, creates candidate pitch decks and executive‑ready candidate profiles, and delivers clear updates that enable strong, efficient decision‑making by senior leadership teams.
Offer Strategy, Compliance & Executive Search Firm Partnership Management
The Lead Executive Search Partner collaborates with the Director of Compensation and when necessary, the VP of Total Rewards to develop competitive, market‑aligned salary recommendations for senior‑level roles.
The role negotiates compensation with executive candidates, prepares offer letters, conducts or coordinates reference and background checks, and oversees relocation agreements when applicable.
It ensures that all interviewing, hiring, and selection practices meet federal, state, and local employment regulations as well as internal company policies.
This role also enhances hiring practices by applying and promoting best‑practice interviewing and selection methodologies.
Additionally, the Lead Executive Search Partner manages external executive search firm partnerships, while ensuring alignment on quality, process execution, and a consistently high‑caliber hiring experience for stakeholders across the organization.
Strategy, Advisory & Intake Leadership
As the Lead Executive Search Partner, this role leads strategic intake discussions with senior leaders and HR Business Partners to define role requirements, success profiles, and the ideal leader archetype for each search.
It serves as a trusted advisor to executives by shaping role clarity, guiding success profiling, and offering deep market insights and competitive intelligence that influence hiring strategy.
The role advises leaders up to and including the C‑suite on compensation considerations, talent availability, and organizational competitiveness, ensuring alignment and informed decision‑making at every stage.
It provides consistent communication and strategic counsel throughout each search, ensuring a thoughtful, aligned, and well‑managed executive hiring process.
QUALIFICATIONS:
Bachelor's Degree in Human Resources, Business or related field
7-10 years of prior executive recruitment experience at a publicly traded Fortune 500 company or experience in an executive retained search firm, retail experience is not required but helpful
Experience working with an Applicant Tracking System (ATS) software - Workday is preferred
Experience utilizing internet search tools - LinkedIn Recruiter is preferred
Demonstrated ability to effectively use AI‑enabled tools, including Microsoft Copilot and comparable technologies, to enhance recruiting workflows, candidate research, documentation quality, and operational efficiency
Passionate about recruiting top talent as demonstrated by high level of energy, positive and upbeat attitude
Experience staffing positions at a variety of levels, including senior management
Ability to handle constant change with ease and flexibility
Proven ability to deliver strong candidate slates and drive successful recruiting experiences
Strong business acumen, with an understanding of business drivers and the impact executive talent has on the outcomes for DICK'S Inc.
Ability to interact with hiring managers at all levels of the company
Ability to handle special projects as assigned
Comfort operating autonomously and ability to influence senior leaders and peers
Operates with a high degree of professionalism, discretion, and respect for confidentiality
Deep understanding of executive talent markets, and how market conditions will inform search strategy
VIRTUAL REQUIREMENTS:
At DICK'S, we thrive on innovation and authenticity. That said, to protect the integrity and security of our hiring process, we ask that candidates do not use AI tools (like ChatGPT or others) during interviews or assessments.
To ensure a smooth and secure experience, please note the following:
Cameras must be on during all virtual interviews.
AI tools are not permitted to be used by the candidate during any part of the interview process.
Offers are contingent upon a satisfactory background check which may include ID verification.
If you have any questions or need accommodations, we're here to help. Thanks for helping us keep the process fair and secure for everyone!
