Stryker
Medical Devices & Equipment
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What You Will Do
Serves as an Executive Search and Talent Advisory professional responsible for delivering executive hiring outcomes across Stryker's Technology & Engineering landscape. Leads end-to-end executive search engagements across enterprise technology and product-focused technology capabilities while serving as a trusted advisor to business leaders and HR partners on executive talent decisions.
Partners closely with business leaders and HR to understand business, technology, and talent priorities and translate them into actionable executive search and talent strategies. Develops and executes sourcing strategies, assesses executive talent, and builds external leadership pipelines across areas such as digital, software, data and analytics, artificial intelligence, cybersecurity, enterprise technology, engineering, robotics, and other emerging technology capabilities. Brings strong external market perspective, sourcing expertise, and executive assessment capabilities to strengthen hiring decisions and leadership bench strength. Leverages market intelligence, technology industry knowledge, and external talent insights to provide informed perspectives on leadership talent, emerging capabilities, and competitive talent markets. Builds trusted relationships with executives, HR partners, and candidates while delivering a high-caliber executive search experience from search initiation through offer acceptance
Executive Search Leadership
Lead end-to-end executive searches for Technology & Engineering leadership roles, owning search strategy, stakeholder alignment, candidate calibration, execution, and hiring outcomes.
Translate business and technology priorities into effective executive talent and recruiting strategies that drive successful hiring decisions.
Executive Assessment & Talent Advisory
Partner with business and HR leaders to define leadership requirements, selection criteria, and executive assessment approaches.
Conduct structured executive assessments, evaluating leadership capability, functional expertise, business impact, organizational scale, potential, and overall fit.
Executive Talent Pipelining
Build and maintain executive talent pipelines through proactive talent mapping, sourcing, and relationship development across technology, engineering, digital, and emerging capability areas.
Talent Intelligence & Market Insight
Leverage market intelligence, competitor insights, industry trends, and talent mapping to identify executive talent and provide actionable hiring recommendations.
Stakeholder Partnership
Build trusted relationships with senior business leaders, HR partners, Talent Management, and key stakeholders to align executive hiring with business and talent priorities.
Operational Excellence
Ensure search governance, reporting, documentation, compliance, and operational discipline while proactively managing milestones, risks, timelines, and stakeholder communications.
What You Need
Required qualifications
Bachelor’s degree required.
Minimum of 8 years' work experience
Preferred qualifications
4+ years business-facing HR, HR COE, HR Operations, or role-related experience
Experience managing an executive search process and adhering to best operational metrics
Track record of developing and executing innovative sourcing strategies that result in identification and delivery of high caliber, highly compensated executives
Demonstrated ability to recruit diverse individuals and ability to negotiate and consult on complex compensation packages
Understanding of legal issues that impact executive recruiting activities.
Ability to translate a business strategy into an actionable recruiting strategy
United States of America Pay Ranges:
Travel Percentage: 0%Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
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