What You Will Do
Serves as an Executive Search and Talent Advisory professional responsible for delivering executive hiring outcomes across Stryker's Technology & Engineering landscape. Leads end-to-end executive search engagements across enterprise technology and product-focused technology capabilities while serving as a trusted advisor to business leaders and HR partners on executive talent decisions.
Partners closely with business leaders and HR to understand business, technology, and talent priorities and translate them into actionable executive search and talent strategies. Develops and executes sourcing strategies, assesses executive talent, and builds external leadership pipelines across areas such as digital, software, data and analytics, artificial intelligence, cybersecurity, enterprise technology, engineering, robotics, and other emerging technology capabilities. Brings strong external market perspective, sourcing expertise, and executive assessment capabilities to strengthen hiring decisions and leadership bench strength. Leverages market intelligence, technology industry knowledge, and external talent insights to provide informed perspectives on leadership talent, emerging capabilities, and competitive talent markets. Builds trusted relationships with executives, HR partners, and candidates while delivering a high-caliber executive search experience from search initiation through offer acceptance
Executive Search Leadership
Lead end-to-end executive searches for Technology & Engineering leadership roles, owning search strategy, stakeholder alignment, candidate calibration, execution, and hiring outcomes.
Translate business and technology priorities into effective executive talent and recruiting strategies that drive successful hiring decisions.
Executive Assessment & Talent Advisory
Partner with business and HR leaders to define leadership requirements, selection criteria, and executive assessment approaches.
Conduct structured executive assessments, evaluating leadership capability, functional expertise, business impact, organizational scale, potential, and overall fit.
Executive Talent Pipelining
Build and maintain executive talent pipelines through proactive talent mapping, sourcing, and relationship development across technology, engineering, digital, and emerging capability areas.
Talent Intelligence & Market Insight
Leverage market intelligence, competitor insights, industry trends, and talent mapping to identify executive talent and provide actionable hiring recommendations.
Stakeholder Partnership
Build trusted relationships with senior business leaders, HR partners, Talent Management, and key stakeholders to align executive hiring with business and talent priorities.
Operational Excellence
Ensure search governance, reporting, documentation, compliance, and operational discipline while proactively managing milestones, risks, timelines, and stakeholder communications.
What You Need
Required qualifications
Bachelor’s degree required.
Minimum of 8 years' work experience
Preferred qualifications
4+ years business-facing HR, HR COE, HR Operations, or role-related experience
Experience managing an executive search process and adhering to best operational metrics
Track record of developing and executing innovative sourcing strategies that result in identification and delivery of high caliber, highly compensated executives
Demonstrated ability to recruit diverse individuals and ability to negotiate and consult on complex compensation packages
Understanding of legal issues that impact executive recruiting activities.
Ability to translate a business strategy into an actionable recruiting strategy
United States of America Pay Ranges:
- USN: $102,600 - $171,000 USD Annual
- US5: $107,700 - $179,600 USD Annual
- US10: $112,900 - $188,100 USD Annual
- US15: $118,000 - $196,600 USD Annual
- US20: $123,100 - $205,200 USD Annual
- US30: $133,400 - $222,300 USD Annual
Travel Percentage: 0%Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
Skills Required
- Bachelor's degree
- Minimum of 8 years of work experience
- 4+ years of business-facing HR, HR COE, HR Operations, or related experience
- Experience managing an executive search process and adhering to operational metrics
- Track record developing and executing innovative sourcing strategies resulting in high-caliber executive hires
- Demonstrated ability to recruit diverse individuals and negotiate and consult on complex compensation packages
- Understanding of legal issues affecting executive recruiting activities
- Ability to translate business strategy into an actionable recruiting strategy
Stryker Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Stryker and has not been reviewed or approved by Stryker.
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Healthcare Strength — Multiple medical plan options with HSA support and global mental‑health access indicate broad, accessible care. These features materially enhance the overall value of the total‑rewards package.
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Retirement Support — A meaningful 401(k) company match with potential additional company contribution, alongside an ESPP, supports long‑term savings and wealth building. Documented plan specifics help employees understand eligibility, timing, and vesting mechanics.
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Parental & Family Support — Paid parental and caregiver leave, adoption and surrogacy assistance, and practical supports like breast milk shipping reflect a comprehensive, family‑friendly approach. These offerings address varied family‑building paths and caregiving needs.
Stryker Insights
What We Do
Stryker is a global leader in medical technologies and, together with its customers, is driven to make healthcare better. The company offers innovative products and services in MedSurg, Neurotechnology, Orthopaedics and Spine that help improve patient and healthcare outcomes. Alongside its customers around the world, Stryker impacts more than 130 million patients annually. More information is available at www.stryker.com. Together with our customers, we are driven to make healthcare better.
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