Perficient is rebuilding its senior leadership bench for an AI-First growth chapter, and the people we hire at VP and above will decide how well it goes. The Executive Recruiter owns those searches end to end: sourcing, assessing, closing, and making sure the hire succeeds. This is not a coordinator role or a requisition manager. It is a search professional who is trusted by senior leaders to find the right person, often someone who is not looking, and bring them in.
We are looking for someone who can prove it. Come with examples of searches you completed in the last three years, and with evidence that your network across IT services is real, current, and produces candidates other recruiters cannot reach. Come fluent in AI tools and clear on how you use them to protect your time, so that your hours go to relationships and judgment, not to research and administration.
If your reputation rests on completed searches and relationships people will vouch for, this role was written for you.
Why This Role, Why Now
Senior hires carry outsized weight in a business that is changing this fast. The leaders who join in the next 12 to 24 months will shape Perficient's offerings, client relationships, and delivery model as AI changes what clients buy. Several things make the work harder and more valuable at once:
- The best leaders in IT services are rarely on the market, so reaching them depends on trusted relationships, not job postings
- Searches span functions, levels, and geographies, with VP-and-above talent needed across the U.S., India, and Latin America
- Competition for leaders who combine domain depth with AI fluency is intense, and compensation expectations move quickly
- AI tools now do much of the research and administration that used to consume a recruiter's week, so the people who use them well can run more searches at higher quality
Perficient wants an Executive Recruiter who treats those tools as leverage and spends the saved time where it counts: in conversations with the people worth hiring.