Additionalinformation

Additional Information

Benefits: • Paid Holidays and Vacation • Medical, Dental & Vision benefits that start on the first day of employment • No-cost mental health support for employee and dependents • Childcare tuition discounts • No-cost fitness, nutrition, and wellness programs • Fertility benefits • Adoption assistance • 401k matching contributions • 15% off the purchase price of stock • Company bonus All your information will be kept confidential according to EEO guidelines.

Companydescription

Company Description

Domino’s Pizza, which began in 1960 as a single store location in Ypsilanti, MI, has had a lot to celebrate lately: we’re a reshaped, reenergized brand of honesty, transparency and accountability – not to mention, great food! In the rise to becoming a true technology leader, the brand is now consistently one of the top five companies in online transactions and 65% of our sales in the U.S. are taken through digital channels. The brand continues to ‘deliver the dream’ to local business owners, 90% of which started as delivery drivers and pizza makers in our stores. That’s just the tip of the iceberg…or as we might say, one “slice” of the pie! If this sounds like a brand you’d like to be a part of, consider joining our team!

Jobdescription

Job Description

The Executive Recruiter, Global Talent Acquisition plays a critical role in identifying and attracting leaders who will shape the future of Domino's. This role owns full-cycle recruitment for Director-level and above positions, international searches, and other strategically scarce talent across the organization.

More than filling positions, this recruiter operates as a strategic talent advisor. They partner with senior leaders and HR partners to translate business priorities into search strategies, bring external talent and market intelligence into decisions, identify leadership talent others may miss, and build relationships before a hiring need becomes urgent.

Success requires executive presence, sophisticated sourcing and assessment capability, business acumen, discretion, global perspective, and a builder mindset. The right person will also be energized by using AI, automation, data and emerging technology to reinvent how executive recruiting gets done.

What You'll Do

Executive & Scarce Talent Search

• Lead full-cycle recruitment for Director-level and above roles, priority international searches, and other strategically scarce talent, from intake through accepted offer and transition.
• Develop targeted search strategies based on the business need, leadership profile, competitive landscape, talent availability and candidate motivations.
• Conduct proactive executive research, market mapping and direct sourcing to identify and engage passive leadership talent across functions, industries and geographies.
• Lead candidate outreach, screening, assessment, interview strategy, selection, offer development and closing.
• Create an exceptional, high-touch experience for senior-level candidates and hiring leaders while maintaining pace, transparency and accountability.
• Manage confidential and sensitive searches with sound judgment and discretion.

Strategic Talent Advisor

• Serve as a trusted advisor to senior executives, HR Business Partners and Talent Acquisition leadership, bringing a point of view rather than operating as an order taker.
• Conduct comprehensive intake and talent strategy discussions that clarify outcomes, challenge assumptions and define the experiences and capabilities required for success.
• Advise leaders on talent availability, competitive dynamics, candidate expectations, compensation considerations and search trade-offs.
• Lead candidate and slate calibration, bringing objective assessment, talent intelligence and market perspective into hiring decisions.
• Help hiring teams separate true must-have requirements from capabilities that can be developed after hire.
• Partner with HR and Total Rewards on offer strategy, candidate motivation and closing.

International Talent Acquisition

• Lead or support priority international searches in partnership with International business leaders and HR teams.
• Develop sourcing strategies that reflect local market dynamics, cultural context and the leadership capabilities required for each market.
• Navigate searches across cultures, geographies and time zones while maintaining a consistent Domino's candidate experience.
• Partner with appropriate HR, Legal, Total Rewards and mobility resources on international hiring considerations.
• Build cross-border pipelines for capabilities that are difficult to find within individual markets.

Talent Intelligence & Pipeline Development

• Build talent maps for business-critical leadership roles and emerging capability areas.
• Develop external executive talent communities and relationships ahead of open requisitions.
• Identify competitor organizations, adjacent industries and nontraditional talent pools from which Domino's can attract differentiated talent.
• Provide leaders with actionable insights on talent supply, geographic availability, candidate movement and emerging leadership capabilities.
• Turn the research and relationships from individual searches into reusable organizational talent intelligence.

Technology, AI & Recruiting Innovation

• Use AI, automation, analytics and emerging recruiting technologies to strengthen market research, talent identification, personalized outreach, search strategy and recruiter productivity.
• Experiment with new approaches and challenge traditional recruiting practices when there is a smarter, faster or more candidate-centered way to deliver the outcome.
• Partner with TA Operations to identify work that can be standardized, automated, simplified or eliminated while retaining accountability for the overall search.
• Apply technology responsibly, using it to narrow and accelerate the work while preserving human judgment, candidate care and accountable hiring decisions.
• Share practical use cases, lessons learned and new capabilities that help raise digital fluency across Talent Acquisition.

Executive Search Partner Management & Recruiting Excellence

• Partner with TA leadership to determine when external search support provides differentiated value and when a search should remain in-house.
• Manage external search partners when engaged, maintaining accountability for market coverage, candidate quality, experience, progress and value.
• Maintain accurate search, candidate and pipeline information in Domino's recruiting systems.
• Use recruiting data and market insight to evaluate search effectiveness and identify opportunities for continuous improvement.
• Help build repeatable approaches for executive search, international recruiting, talent mapping and proactive pipeline development.

What You'll Bring

In addition to the technical and functional requirements of this role, successful candidates demonstrate Domino's Hungry for MORE Ways of Working:

Be Curious

• Seeks clarity, asks thoughtful questions, and uncovers root causes to solve problems effectively.
• Actively pursues learning opportunities, applies feedback, and continuously develops new skills.

Connect the Dots

• Uses information and insights to identify opportunities and drive informed decisions.
• Builds strong partnerships across teams and considers the broader organizational impact of decisions.

Aim High

• Sets ambitious goals, challenges the status quo, and focuses on work that drives meaningful business results.
• Uses feedback and data to continuously improve performance and outcomes.

Shift Fast

• Adapts quickly to changing priorities and business needs while maintaining focus on results.
• Demonstrates resilience, sound judgment, and the ability to learn from setbacks.

Deliver More

• Takes ownership, executes with discipline, and consistently produces measurable results.
• Identifies opportunities to create additional value for customers, team members, and the business.

Qualifications

• Bachelor's degree or an equivalent combination of education and relevant experience.
• 7+ years of progressive recruiting experience, including significant ownership of senior-level, executive or highly complex searches.
• Demonstrated success recruiting Director, Vice President and/or senior executive talent across multiple business functions and complex talent markets.
• Demonstrated expertise in executive sourcing, research, talent mapping and passive candidate engagement.
• Strong executive assessment, interviewing, negotiation and candidate-closing capability.
• Ability to translate business strategy and organizational context into a differentiated talent and search strategy.
• Executive presence and demonstrated ability to build credibility, influence decisions and challenge senior leaders constructively.
• Exceptional communication, relationship-building, business acumen, judgment and discretion.
• Ability to work independently in a fast-paced environment with multiple high-priority searches.

Preferred Experience &Differentiators

• Experience supporting international or multi-country recruitment and navigating cross-border searches.
• Experience partnering with retained and/or contingent executive search firms while building internal search capability.
• AI curiosity and digital fluency, with examples of using AI, automation, analytics or digital tools to improve research, sourcing, talent intelligence, candidate experience or recruiting productivity.
• A builder mindset and demonstrated willingness to question how work gets done, test new approaches and simplify or automate work that does not add value.
• Comfort combining technology with human judgment, using AI to amplify relationships and decision quality rather than replace them.
• Experience with ATS, CRM, sourcing platforms, research tools and emerging recruiting technologies.

What Success Looks Like

• Build credibility as a trusted talent advisor to Domino's senior leadership.
• Increase Domino's ability to identify, engage and hire executive and scarce talent directly.
• Create differentiated pipelines for priority leadership capabilities before hiring needs become urgent.
• Bring actionable external talent and market intelligence into leadership discussions.
• Deliver an exceptional candidate and hiring-leader experience that strengthens the Domino's brand.
• Develop repeatable approaches for executive, international and cross-border searches.
• Reduce unnecessary external search reliance by strengthening in-house capability.
• Demonstrate how AI, automation and smarter processes can increase recruiter capacity and impact.
• Balance quality, speed, candidate experience and long-term talent strategy rather than measuring success solely by requisition closure.