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Executive Assessment Jobs in Michigan (NOW HIRING)

The North Group, Inc

Executive Assistant

Milford, MI · On-site

$63K - $82K/yr

Executive Administrative Assistant Reports To: CEO Department: Executive/Corporate FLSA Status ... From security assessments, training, monitoring to protective services, TNG can provide around the ...

Butch's Dry Dock

Executive Chef

Holland, MI

$66K - $91K/yr

... and assess financial well being of culinary operations. Skills and Requirements o Possess senior managerial experience as an executive sous chef, chef de cuisine or executive chef in upscale, high ...

Creative Dining Services

Executive Chef

Grand Rapids, MI · On-site

$85K - $95K/yr

The Executive Chef is part of the Dining Services Management team and works closely with campus ... Partners with leadership to identify high-potential employees, assess skill gaps, and support ...

Continental Services

Executive Chef

Rochester Hills, MI · On-site

$65K - $68K/yr

Executive Chef Department: Fanuc 700179 Employment Type: Full Time Location: Fanuc Reporting To ... Participates in the interview, selection and assessment of talent. * Sets performance expectations ...

Butch's Dry Dock

Executive Chef

Holland, MI · On-site

$66K - $91K/yr

... and assess financial well being of culinary operations. Skills and Requirements o Possess senior managerial experience as an executive sous chef, chef de cuisine or executive chef in upscale, high ...

Brose

Executive Technical Assistant

Auburn Hills, MI · On-site

Provide strategic and executive-level support to senior leadership by coordinating executive ... Advanced quantitative, numerical and financial analytical capability encompassing market assessment ...

Brose

Executive Technical Assistant

Auburn Hills, MI

Provide strategic and executive-level support to senior leadership by coordinating executive ... Advanced quantitative, numerical and financial analytical capability encompassing market assessment ...

Yeo & Yeo

Account Executive

Saginaw, MI · On-site

The Account Executive will be responsible for selling our proprietary IT solutions, partner/vendor ... Ability to assess customers' needs and identify products and solutions that best meet those needs ...

Riverside

Executive Chef

Dearborn, MI

$65K - $90K/yr

Executive Sous Chef ( Healthcare) The Executive Chef is a management position overseeing chef ... Conduct training and development needs assessment of Food Service Directors and arrange necessary ...

Yeo & Yeo

Account Executive

Saginaw, MI · On-site

The Account Executive will be responsible for selling our proprietary IT solutions, partner/vendor ... Ability to assess customers' needs and identify products and solutions that best meet those needs ...

Xerox Corporation

Sales Executive

Detroit, MI · On-site

$70 - $120/hr

As a Sales Executive, you will be responsible for outside business-to-business (B2B) sales ... Discover, assess, and validate client needs * Design and develop solutions strategies * Present ...

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Executive Assessment information

What is an executive assessment?

An Executive Assessment is a standardized test designed to evaluate the skills and readiness of experienced professionals seeking admission to executive MBA (EMBA) programs. Unlike traditional entrance exams, it focuses on assessing business-related skills such as critical thinking, analytical reasoning, and problem-solving, rather than academic knowledge alone. The assessment is shorter and more tailored to the needs of working executives, making it a popular choice for those balancing career and education. Many top business schools accept the Executive Assessment as part of their admissions process.

What are the key skills and qualifications needed to thrive as an executive assessment professional, and why are they important?

To thrive as an Executive Assessment professional, you need expertise in psychology or organizational behavior, assessment methodologies, and often an advanced degree such as a master's or doctorate in a related field. Familiarity with psychometric tools, 360-degree feedback systems, and data analysis platforms is typically required. Strong interpersonal skills, critical thinking, and the ability to communicate complex findings clearly are essential soft skills. These competencies ensure accurate evaluations and actionable insights for leadership development and organizational success.

What are the most common challenges faced by professionals in executive assessment roles, and how can they be addressed?

Professionals in Executive Assessment roles often encounter challenges such as managing stakeholder expectations, maintaining objectivity while evaluating high-level leaders, and navigating sensitive feedback discussions. Addressing these challenges requires strong communication skills, a structured assessment methodology, and the ability to build trust with both executives and organizational leadership. Staying informed about best practices and leveraging data-driven tools can also enhance credibility and effectiveness in this role.

What is the difference between Executive Assessment vs Financial Analyst?

AspectExecutive AssessmentFinancial Analyst
Required CredentialsTypically advanced degrees (MBA, CPA) and executive certificationsBachelor's degree in finance, accounting, or related field; some roles require CFA or CPA
Work EnvironmentCorporate, consulting firms, or executive search firmsFinancial services firms, banks, investment companies
Employer & Industry UsageUsed by corporations for executive hiring and developmentUsed by financial institutions for investment analysis and reporting
Common Search & Comparison IntentUnderstanding executive-level roles and qualificationsAnalyzing financial data and market trends

Executive Assessment focuses on evaluating leadership and strategic skills for senior roles, often requiring advanced degrees and executive experience. Financial Analysts analyze financial data to support investment decisions, typically with finance-related degrees. While both roles are vital in business, they serve different functions and require distinct qualifications.

What are the most commonly searched types of Assessment jobs in Michigan?

The most popular types of Assessment jobs in Michigan are:

What are popular job titles related to Executive Assessment jobs in Michigan?

For Executive Assessment jobs in Michigan, the most frequently searched job titles are:

What job categories do people searching Executive Assessment jobs in Michigan look for?

The top searched job categories for Executive Assessment jobs in Michigan are:

What cities in Michigan are hiring for Executive Assessment jobs?

Cities in Michigan with the most Executive Assessment job openings:

Executive Assessment jobs near you
Infographic showing various Executive Assessment job openings in Michigan as of August 2026, with employment types broken down into 2% As Needed, 77% Full Time, 16% Part Time, 4% Contract, and 1% Nights. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution.

Senior Executive Search Partner (Remote)

Stryker

Grand Rapids, MI • On-site, Remote

$133K - $222K/yr

Full-time

Posted 2 days ago

New

Stryker rating

8.2

Company rating: 8.2 out of 10

Based on 112 frontline employees who took The Breakroom Quiz

130th of 494 rated machine equipment manufacturers

Job description

Work Flexibility: Remote

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, orrole-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
View the U.S. work location and transparency guide to find the pay range for your location.

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.

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