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Executive Recruiting Jobs in Colorado (NOW HIRING)

Executive Recruiting Group

Senior CAD Lofstman

Boulder, CO · On-site

$28 - $38.75/hr

We are seeking an expert CATIA user to support the engineering team by developing and maintaining CAD models of  our cargo aircraft.  This role will own the CAD representation ...

Turning the Corner

Executive Assistant

Denver, CO · On-site

$70K - $74K/yr

Executive Assistant to the CEO Are you someone who sees what needs to happen next and takes care of ... Experience in consulting, professional services, human resources, recruiting, sales support, or a ...

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Executive Recruiting information

See Colorado salary details

$27.9K

$98.4K

$193.5K

How much do executive recruiting jobs pay per year?

As of Aug 9, 2026, the average yearly pay for executive recruiting in Colorado is $98,372.00, according to ZipRecruiter salary data. Most workers in this role earn between $61,000.00 and $126,700.00 per year, depending on experience, location, and employer.

What is executive recruiting?

Executive recruiting is the process of identifying, attracting, and hiring high-level professionals for leadership positions within an organization, such as CEOs, CFOs, and other C-suite roles. Executive recruiters often work for specialized agencies or as part of in-house talent acquisition teams, using their networks and industry knowledge to find qualified candidates. The process typically involves sourcing, screening, interviewing, and negotiating offers with top-tier talent who can drive organizational success. Executive recruiting is critical for ensuring a company’s leadership aligns with its strategic goals and culture.

How do I become an executive recruiter?

To become an executive recruiter, typically, you need a bachelor's degree in human resources, business, or a related field, along with strong communication and networking skills. Gaining experience in sales, recruiting, or human resources can be helpful, and many recruiters also pursue certifications like the Certified Personnel Consultant (CPC) or Certified Recruitment Professional (CRP). Building a professional network and familiarity with applicant tracking systems (ATS) are also important for success in this role.

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

To thrive as an Executive Recruiter, you need a solid understanding of talent acquisition, market research, and candidate evaluation, often supported by a bachelor's degree in human resources, business, or a related field. Familiarity with applicant tracking systems (ATS), sourcing platforms like LinkedIn Recruiter, and recruitment certifications such as AIRS or SHRM-CP is valuable. Exceptional interpersonal skills, negotiation abilities, and discretion help build trust and foster strong relationships with both clients and executives. These competencies are crucial for successfully matching top leadership talent with organizational needs, ensuring long-term business growth and client satisfaction.

What are some common challenges faced by executive recruiters when sourcing top-level talent, and how can these be addressed?

Executive recruiters often face challenges such as a limited pool of qualified candidates, confidential search requirements, and the need to align candidate values with organizational culture. To address these, recruiters leverage extensive professional networks, utilize discreet outreach methods, and conduct thorough cultural fit assessments. Building strong relationships with industry leaders and staying updated on market trends also help recruiters anticipate and overcome these challenges effectively.

What do executive recruiters do?

Executive recruiters identify, evaluate, and attract top-level candidates for senior management and leadership positions. They conduct interviews, assess skills and experience, and coordinate with client companies to fill executive roles efficiently, often using industry networks and specialized tools. Their work requires strong communication, industry knowledge, and understanding of organizational needs.

What does an executive recruiting do?

An executive recruiter identifies, evaluates, and attracts top-level candidates for senior management and leadership positions. They often work with companies to understand their needs, use networks and databases to find suitable candidates, and facilitate the hiring process, which may involve interviews and negotiations.
What are the most commonly searched types of Recruiting jobs in Colorado? The most popular types of Recruiting jobs in Colorado are:
What are popular job titles related to Executive Recruiting jobs in Colorado? For Executive Recruiting jobs in Colorado, the most frequently searched job titles are:
What job categories do people searching Executive Recruiting jobs in Colorado look for? The top searched job categories for Executive Recruiting jobs in Colorado are:
What cities in Colorado are hiring for Executive Recruiting jobs? Cities in Colorado with the most Executive Recruiting job openings:
Executive Recruiting jobs near you
Infographic showing various Executive Recruiting job openings in Colorado as of August 2026, with employment types broken down into 82% Full Time, 15% Part Time, and 3% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $98,372 per year, or $47.3 per hour.

Director, Industrialization

Executive Recruiting Group

Boulder, CO • On-site

$180 - $240/hr

Other

Posted 19 days ago

Job description

We are seeking an experienced and strategic Director, Industrialization to architect and execute the manufacturing and industrialization strategy for our aircraft. This leadership role spans the entire lifecycle of industrial readiness, including integrating manufacturing plan into the supplier ecosystem, establishing test facilities, standing up a Final Assembly Line, and planning maintenance infrastructure. The ideal leader balances rigorous manufacturing engineering and proactive quality with the agility required to scale disruptive aerospace operations and advanced manufacturing systems. Proven experience standing up or scaling aerospace manufacturing is key.

Responsibilities Manufacturing Strategy Development
  • Manufacturing Strategy:Conceptualize, deploy, and scale advanced assembly strategies, specifically focusing on complex, Final Assembly Lines (FAL) and aircraft integration.
  • Tooling & Equipment Lifecycle:Define technical requirements and establish the development processes and standards for heavy aerospace tooling, automated assembly equipment, and turnkey production line solutions.
  • Digital Factory & Operational Systems:Architect the digital thread across the manufacturing footprint by leading the implementation of Manufacturing Execution Systems (MES) and integrating automated, Industry 4.0 production technologies.
  • Make-or-Buy Governance:Drive strategic decision making for internal vs external capability and capacity to support aggressive production ramp-ups and high levels of operational fleet availability in sustainment.
  • Regulatory & Quality Readiness:Steer the Quality Management System (QMS) and certifications to meet stringent aviation compliance standards, utilizing frameworks such as SAE9145, CFR 14, Part 21, Subpart G.
Site Selection and Infrastructure Development
  • Industrial Footprint Strategy:Lead the requirements generation, comprehensive site selection framework and evaluation for large, aerospace industrial facilities, including test centers, FAL and Airline Maintenance/Operations.
  • Capital Optimization:Cultivate strategic local supplier networks and government support for investment, regulatory approvals, and site execution.
  • Facility Design and Construction:Lead the design and build process with supporting firms, including proposal evaluation, selection and management of vendors.
Logistics, Facilities & Operations Strategy
  • Logistics: Strategize and implement complex air, sea, and land logistics plans for massive structural components and major tooling to support global supply chain integration.
  • Asset Optimization:Apply Total Productive Maintenance (TPM) methodologies and lean right-sizing to minimize Mean Time to Repair (MTTR) on critical factory assets and maximize footprint efficiency.
  • Strategic Road mapping:Establish phased, long-term industrialization roadmaps managing multi-million-dollar CAPEX/OPEX budgets from initial prototype environments through Entry into Service (EIS), serial production and into sustainment.
Organizational Leadership
  • Cross-Functional Leadership:Lead and scale a global, high-performance organizational composed of multidisciplinary engineering and operational teams.
  • Talent Pipeline Development:Cultivate a transparent, high-performance culture focused on mentoring, development, and building a robust internal successor pipeline for senior leadership roles.
Required Qualifications
  • Bachelor’s degree in Engineering, Manufacturing, Supply Chain, or related field (Master’s preferred).
  • 10+ years of experience in aerospace manufacturing, with at least 5 years in leadership roles.
  • Proven experience in aircraft industrialization, new product introduction (NPI), and scaling production.
  • Strong understanding of aerospace manufacturing processes, quality systems, and regulatory requirements.
  • Demonstrated success in managing strategic partnerships.
  • Excellent leadership, communication, and cross-functional collaboration skills.
Preferred Qualifications
  • Experience standing up a greenfield manufacturing facility, including supporting agreements with vendors and public institutions
  • Background in startup or high-growth aerospace companies.
  • Manufacturing leadership for aircraft assembly operations
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