Global Executive Talent Scout- Commercial

About the Company

Responsibilities

• ● Strategic delivery : Lead end-to-end executive hiring, succession pipeline development, direct search, internal slates, and market mapping, primarily for H-level roles, primarily Senior Director and Executive Director positions. Proactively monitor external talent markets and maintain diverse, high-quality talent pools aligned with business priorities.
• ● Diagnostic intake and solutioning : Translate business needs into talent strategies with risk-based contingencies and clear build/buy recommendations using standard advisory playbooks; apply talent intelligence, AI-assisted market/skills insights and commercial insights to surface mobility and transferable-skills options.
• ● Stakeholder partnership : Engage VPs and, where relevant, SVPs to align on success criteria, assessment plans, and decision quality; Present clear, executive-ready insights and build alignment across diverse stakeholder groups.
• ● Data storytelling and outcomes : Track and narrate impact (pipeline depth/diversity, conversion, time-in-stage, offer acceptance, mobility, succession readiness, business critical role BCR validation) with documented executive-ready insights that inform talent strategy.
• ● Inclusion and internal advocacy : Champion internal talent and transferrable skills; broaden talent pools and support fair, evidence-based selection while maintaining equity, confidentiality, compliance, and a high-quality experience.
• ● Vendor engagement : Manage preferred suppliers (PSL) partners; set scope, SLAs, inclusion and data quality expectations including use of digital/AI-assisted research and reporting; monitor and remediate performance while optimizing work processes and digital tools in line with PSL governance.
• ● Market and reward authority : Provide current market intelligence; articulate total reward narrative and internal equity; secure approvals; integrate AI-enabled talent intelligence and business insight with the right first-time approach.

Requirements

• ● Bachelor's degree with 5-8+ years in executive search, senior talent acquisition or related HR experience in complex, matrixed environments.
• ● Executive recruitment within the pharmaceutical, biotech, or related industry
• ● Proven delivery of diverse, high-quality slates and conversion outcomes at an efficient time.
• ● Partnership experience with business leaders and HRBPs; exposure to senior stakeholders, collaborating across global hubs with strong executive confidence, credibility, influence, and communication skills.
• ● Hands-on use of Eightfold/Workday (or similar ATS and CRM) with disciplined documentation and adoption of digital tools and workflow optimization.
• ● Behaviors and Mindset
• ● Enterprise first partner : Acts as an advisor and integrator, takes ownership, facilitates effective handoffs, and promotes consistent talent advisory standards and best practices.
• ● Project Management : End-to-end ownership, pace management, and sequencing; driving outcomes across multiple concurrent searches while adapting to stakeholder needs.
• ● Executive sourcing and business insight : Demonstrated ability to identify, engage, assess, and convert senior talent, with a strong understanding of global talent markets and competitive talent landscapes. Ability to quickly build knowledge of AstraZeneca's science, therapeutic areas, pipeline, and strategic priorities to hold informed conversations with leaders and candidates.
• ● Assessment and judgement : Skill in defining success profiles, evaluating fit and readiness objectively and comfort giving balanced assessments between strengths and risks with clear evidence. Strong situational judgement.
• ● Inclusive advocate : Proactively surfaces internal talent; challenges biases respectfully with facts, ensuring equal support and experience for internal and external candidates.
• ● Stakeholder management and advising with data led storytelling : Trusted partner to senior leaders and HR partners; able to influence decisions, manage sensitivities, and align cross-functional stakeholders. Ability to craft clear narratives using data and insights.
• ● Negotiation and offer strategy : Navigating compensation, location, and role scope; partnering with Reward on competitive, equitable offers. Ability to articulate AstraZeneca's total reward philosophy and full employee value proposition, including intrinsic and extrinsic considerations.
• ● Strategic pipeline building : Building diverse, high-caliber slates for H-level roles and succession pools; proactive relationship cultivation and long-term talent pooling.
• ● Evidence-led communicator : Synthesizes options and recommends with data-backed rationale; delivers executive ready outputs with strong business insight and a strategic mindset.
• ● Talent intelligence and digital capability : Proficiency with talent data, insights, and AI-assisted tools to improve speed, quality and future scouting.
• ● Executive confidence, credibility, influence, and communication : Crisp written and verbal storytelling; executive-ready materials; ability to lead briefings and productive discussions.
• ● Learning agility and curiosity: L earns from feedback, stays current on market, assessment, reward, communication, technology, and AI/digital trends, and actively explores tools that improve quality, speed, and fairness.
• ● AZ digital, data & AI fluency: Strong understanding of AZ's Digital, Data & AI ambition, enabling credible dialogue with senior leaders and the ability to assess executive talent for capabilities including leading through a digital evolution, AI fluency, and the capability to translate technology into strategic and business impact.
• ● Brand awareness and candidate experience : Ability to articulate and amplify AstraZeneca's science-led, patient-centric value proposition