CSC Generation is the AI-native holding company re-engineering omnichannel retail. We acquire iconic brands and transform them with Genesis, our operating platform combining a Data Fabric, Automation Engine, proprietary tools, and shared services to modernize operations, elevate customer experience, and expand margins. With $1B+ in revenue across 13 brands, our portfolio includes Sur La Table, Backcountry, One Kings Lane, and others that serve as real-world innovation labs.
Reports to: Chief Administrative Officer
Location: Remote (US or Canada), with regular collaboration across CSC Generation brands
About the Role
This role exists to find and close executive, strategic, and highly specialized hires across CSC Generation's portfolio — the kind of searches where the right candidate is passive, hard to find, and being courted by everyone else. As Executive & Strategic Recruiter, you will own end-to-end search strategy and execution, partnering directly with hiring executives to define roles, map talent, and close candidates who weren't looking.
In the first 6–12 months, success means you have personally sourced and closed multiple senior-level searches, built a warm pipeline of high-value passive candidates, and established yourself as a trusted advisor to hiring executives across the portfolio.
This is a lean team. You will own a lot, move fast, and make decisions with full end-to-end responsibility.
What You'll Do
- Own end-to-end search strategy and execution for executive, strategic, and hard-to-fill roles across CSC Generation's portfolio brands and shared services, including sourcing approach, assessment criteria, and offer strategy in partnership with hiring executives.
- Proactively source passive candidates through direct outreach, competitive talent mapping, referral networks, and platforms like LinkedIn — going well beyond inbound applicant flow.
- Partner directly with hiring executives to define hard-to-articulate role profiles and translate them into actionable sourcing strategies.
- Close searches where the ideal candidate profile is narrow, such as roles requiring deep applied AI or data science experience.
- Build and maintain relationships with high-value passive candidates over time, even when there is no open role, so the pipeline is warm when the need arises.
- Manage confidential searches with judgment and discretion, including roles tied to organizational restructuring or leadership transitions.
- Provide market intelligence on talent availability and competitive hiring activity to inform how and where CSC Generation competes for talent.
Required Qualifications
- Demonstrated track record of sourcing and closing passive candidates for hard-to-fill executive or specialized roles — not just managing inbound pipelines. You have personally sourced and closed 10–15 or more senior-level searches in the last 12 months.
- Comfort operating with a high degree of autonomy, ambiguity, and direct executive access as an individual contributor.
- A genuine network and the instincts to know who to call, not just how to run a search.
- Technical fluency with modern AI and automation tools, with demonstrated ability to use these tools to increase effectiveness and productivity while exercising judgment about where human review is required in candidate evaluation.
Preferred Qualifications
- Search firm or agency recruiting background — you know how to cold-approach someone who wasn't looking and make them interested in speaking with you.
- Experience recruiting technical, data science, or AI talent, given CSC Generation's AI-first operating model.
- Retail, e-commerce, or multi-brand holding company experience.
Why Join
- Cross-Functional Impact: Your work touches every brand and function in the portfolio. Every search you close directly shapes the leadership and capabilities of CSC Generation.
- AI-First Skill Building: You will operate inside an AI-native company that expects you to leverage modern tools and continuously sharpen how you source, evaluate, and close talent.
- End-to-End Ownership: You own your searches from intake through close — no handoffs, no committees. You set the strategy, run the process, and deliver the hire.
- Competitive Benefits (US): Paid time off policies, 401(k) match, medical/dental/vision and a variety of supplemental policies, and employee discounts across our portfolio of brands.
- Competitive Benefits (Canada): Paid time off policies, RRSP match, medical, dental, and vision coverage, a variety of supplemental benefit options, and employee discounts across our portfolio of brands.
The people who do best here are builders. They take ownership, move fast, and want to see the direct impact of their work.
Interview Process
- Recruiter Screen - A 30-minute conversation with our recruiting team to align on the role, your background, and what you are looking for.
- Hiring Manager Interview - Conversation with the Chief Administrative Officer focused on your search approach, sourcing methodology, and how you close passive candidates at the executive level.
- In-Person Interview - We'd like to meet you at one of our office hubs (Salt Lake City, Austin, or Toronto). Details and logistics will be arranged with your recruiter.
- Reference Checks - Conducted in parallel with the final stages where possible.
- Offer - We move quickly for the right candidate.
- Part of our interview process is a mandatory in-person interview with someone on our team prior to an offer. Candidates that are unwilling or unable to meet for an in-person interview will be removed from consideration immediately.
Interview process is subject to change. Any updates will be communicated promptly and clearly.
