Knowledge Manager & Associate, Executive Recruiting

GEICO | Talent Development | Executive Recruiting | Talent Intelligence | Market Research

Role Summary

The Knowledge Manager & Associate for Executive Recruiting plays a critical role at the front end of the executive search process. This individual contributor role is focused on building talent intelligence, conducting market research, organizing reusable knowledge, and developing executive talent pipelines that support current and future leadership hiring needs. Recruiting support, candidate development, and phone-based engagement are part of the role, but the primary focus is research, intelligence, and knowledge management.

Role Mix: Approximately 70% Talent Intelligence, Research, Market Mapping, and Knowledge Management; 30% Executive Talent Identification, Candidate Development, Candidate Engagement, and Recruiting Support.

About the Role

The Executive Recruiting team partners with senior leadership to identify, assess, and attract exceptional executive talent. This role strengthens that work by creating the market visibility and talent intelligence needed to make informed executive hiring decisions.

The associate will help map external talent markets, research competitor organizations, identify executive talent, and translate findings into clear, actionable insights for Executive Recruiters, HR partners, and business stakeholders.

This is not a traditional recruiter role. It is designed for someone who enjoys research, problem solving, organizing information, and understanding how leadership talent moves across companies and industries while also being comfortable engaging passive talent by phone for critical searches.

Key Responsibilities

Talent Intelligence and Knowledge Management

• •Build and maintain talent maps, market landscapes, organizational charts, company profiles, and executive talent pipelines for priority leadership areas.
• •Develop and organize reusable knowledge assets that capture search learnings, competitor intelligence, talent movement, and market insights.
• •Maintain a strong understanding of external executive talent markets, including where relevant leaders sit, how organizations are structured, and which companies are producing strong talent.
• •Capture knowledge from completed searches so the Executive Recruiting team can build on prior work and reduce duplicative research.

Market Research and Competitive Intelligence

• •Conduct research on target companies, industry segments, business functions, organizational design, executive movement, and market trends.
• •Analyze talent availability, leadership profiles, company growth, market shifts, and competitive dynamics that may influence search strategy.
• •Create concise, executive-ready summaries, talent landscapes, and market insights that help recruiters and stakeholders make informed decisions.
• •Use research tools, LinkedIn Recruiter, AI-enabled sourcing resources, Boolean search, and open-source research techniques to deepen market coverage.

Executive Talent Identification, Candidate Development and Search Support

• •Identify and prioritize passive executive talent for active searches, confidential searches, future pipeline needs, and opportunistic hiring opportunities.
• •Partner with Executive Recruiters to clarify target profiles, pressure-test search strategy, and develop relevant talent pools.
• •Support candidate engagement through targeted research, tailored outreach recommendations, candidate profiles, and market context.
• •Build proactive pipelines for future executive leadership needs, not only immediate openings.
• •Conduct candidate development calls for critical executive searches, including initial outreach, market networking, interest generation, and early candidate calibration.
• •Represent the Executive Recruiting team professionally in phone-based engagement with passive executive talent, referral sources, and market contacts.

Strategic Partnership

• •Partner closely with Executive Recruiters, HR partners, and business stakeholders to understand talent needs and external market conditions.
• •Provide research-backed points of view that help shape executive search strategy and talent planning discussions.
• •Present findings in a clear, polished, and practical way for recruiting leaders and senior stakeholders.
• •Contribute to continuous improvement of research practices, knowledge management, and talent intelligence processes.

The Ideal Candidate

• •Intellectually curious with an interest in organizations, leadership structures, and talent markets.
• •Research-oriented and analytical; able to turn broad or ambiguous information into structured, useful market intelligence.
• •Strong talent advisor mindset; understands how research informs recruiting strategy and leadership decision-making.
• •Clear communicator who can synthesize complex research into concise market narratives and executive-ready deliverables.
• •Collaborative partner who views talent intelligence as a shared asset.
• •Proactive and organized; builds systems, trackers, and repositories that make talent intelligence easier to access and reuse.
• •Confident candidate developer; comfortable making outbound calls and engaging passive executive talent with professionalism and discretion.

What Success Looks Like

• •Executive Recruiting has stronger visibility into external leadership talent and relevant market dynamics.
• •Talent maps and pipelines are built proactively, before roles become urgent.
• •Search strategies are informed by data, competitor insight, and a clear understanding of the market.
• •Recruiters and stakeholders can leverage consistent, reusable intelligence across searches.
• •The team becomes more strategic, efficient, and prepared through stronger research discipline and knowledge management.
• •Critical searches benefit from stronger candidate development, market networking, and early passive talent engagement.

Compensation

Annual Salary: $136,325 - $212,175. Multiple factors are taken into consideration including scope of the role, work experience, education, training, work location, and market considerations.

Note: GEICO will not sponsor a new applicant for employment authorization for this position.