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Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # We're Determined to Support New Mexico's Well-Being | Presbyterian Healthcare Services - **Company:** Presbyterian Healthcare Services - **Location:** Albuquerque, NM, United States - **Experience:** Experienced - **Salary:** $81,432.0 - $124,322.0 - **Contract:** Permanent contract - **Skills:** Data Presentation, Data Analytics - **Published:** July 15, 2026 - **Apply:** https://www.indeed.com/viewjob?jk=b7bca0e3ea2c43f3 ## About the Role Education & Credentials * Required: Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or a closely related field. An equivalent, documented baseline of six (6) years of progressive, specialized executive talent acquisition experience will be considered in lieu of a formal degree. * Preferred: Advanced certifications in executive sourcing (e.g., CIR, ACIR), Human Resources (SHRM-CP/SCP, PHR/SPHR), or active involvement in healthcare executive networks (e.g., ACHE)., * Direct Recruiting Footprint: A minimum of five (5) years of direct in-house recruitment or search firm experience, with an emphasis on leadership, executive, or highly specialized professional placements. * Advanced Sourcing Expertise: At least three to four (3-4) years of dedicated, targeted sourcing experience utilizing advanced search Boolean strings, competitive intelligence gathering, CRM nurturing, and cold outreach. * Data-Driven Storytelling: Proven track record of compiling, analyzing, and synthesizing labor market insights, salary data, and competitor analytics to actively influence talent attraction decisions and set realistic executive expectations. * Executive Presence: Outstanding verbal and written communication skills; an innate capacity to confidently engage with, interview, and influence C-suite and VP-level stakeholders. * Negotiation & Financial Acumen: Demonstrated experience evaluating professional capabilities, reading complex organizational structures, and negotiating executive starting salaries within established compensation bands. ## Description The Executive Talent Advisor & Sourcing Strategist owns the end-to-end executive-level sourcing, candidate development, and recruitment lifecycle for PHS. Reporting directly to executive talent leadership, this individual operates as a critical internal consultant, advising senior executives on market realities, talent supply dynamics, and proactive succession mapping in collaboration with Talent Management. The Strategy Leader serves as the primary face of PHS to the external executive marketplace. They must command an intuitive appreciation of executive-level competencies, cultural alignment, and organizational commitment. Beyond traditional full-cycle execution, this role is heavily anchored in data analytics, market research, and targeted competitive intelligence, requiring a professional who can blend advanced technical sourcing methodology with high-touch executive relationship management. Work Arrangement: * Remote: Open to applicants in the United States, excluding CA, IL, ND, NY, OH, WA, and WY. * Hybrid (Preferred): For individuals within 60 miles of Albuquerque, in-office presence is required Tuesday through Thursday. Type of Opportunity: Full time Job Exempt: Yes Job is based: Reverend Hugh Cooper Administrative Center Work Shift: Days (United States of America) Responsibilities: The Executive Talent Advisor & Sourcing Strategist is directly accountable for executing an integrated executive recruitment strategy across the enterprise. Key focus areas include: Strategic Advisory & Executive Consultation * High-Impact Intake Architecture: Conduct comprehensive sensing sessions and intake meetings with hiring executives to deeply understand business requirements, synthesize success profiles, and design bespoke, targeted engagement strategies. * Behavioral Interview Leadership: Act as a subject matter expert and coach to senior leaders and interview panels, providing training on behavioral interviewing techniques, competency evaluation, and selection methodologies to mitigate bias. * Complex Problem Solving: Function as a dedicated consultant to business leaders, engineering creative solutions to complex staffing, compensation, and geographic mobility challenges. Market Intelligence & Sourcing Artistry * Talent Landscape Mapping: Conduct rigorous primary market research and competitive intelligence to map out regional and national talent supply against internal PHS demands. * Passive Candidate Architecture: Deploy advanced sourcing methodologies, digital tools, and deep network networking to locate, attract, and cultivate diverse, passive, highly coveted leadership talent. * Recruitment Marketing Optimization: Partner with internal communications to craft compelling, high-fidelity recruitment marketing campaigns and job postings that powerfully convey the PHS mission and value proposition. Executive Process Administration & Governance * Full-Cycle Cross-Functional Ownership: Manage the end-to-end executive selection process, ensuring strict adherence to PHS policy and regulatory standards. * C-Suite Stakeholder Liaison: Seamlessly coordinate hiring mechanics across multiple stakeholders, securing critical consensus and approvals from the C-Suite, SVP of HR, CFO, HRBPs, and the Compensation Director. * Contract and Offer Architecture: Oversee the meticulous development, negotiation, and flawless execution of complex executive employment offers, contracts, and compensation structures in strict alignment with system guidelines. * Vendor & Search Firm Optimization: Manage and audit third-party executive search partnerships. Authoritatively review vendor agreements, establish strict delivery timelines, clarify internal system processes, and evaluate ongoing pipeline progress reports. ## Related Videos - [Beyond Gut Feelings: The Rise of Data-Driven HR](https://www.wearedevelopers.com/videos/1326-beyond-gut-feelings-the-rise-of-data-driven-hr) - [Web-based Information Visualization](https://www.wearedevelopers.com/videos/84-web-based-information-visualization) - [PySpark - Combining Machine Learning & Big Data](https://www.wearedevelopers.com/videos/44-pyspark-combining-machine-learning-big-data) - [Building Talent Acquisitions Teams](https://www.wearedevelopers.com/videos/1496-building-talent-acquisitions-teams) - [Key HR Trends in 2024: Overcoming a Year of Emotional Disconnect](https://www.wearedevelopers.com/videos/1271-key-hr-trends-in-2024-overcoming-a-year-of-emotional-disconnect) - [Break the Chain: Decentralized solutions for today’s Web2.0 privacy problems](https://www.wearedevelopers.com/videos/928-break-the-chain-decentralized-solutions-for-today-s-web2-0-privacy-problems) ## Related Articles - [The Best Job Search Websites of 2025](https://www.wearedevelopers.com/magazine/368-the-best-job-search-websites-of-2025) - [Promotion Interview Questions: How to Answer and Get the Job](https://www.wearedevelopers.com/magazine/413-promotion-interview-questions-how-to-answer-and-get-the-job) - [Data Analyst Salary in the UK](https://www.wearedevelopers.com/magazine/278-data-analyst-salary-in-the-uk) - [Top HR Tech Conferences in 2024](https://www.wearedevelopers.com/magazine/303-top-hr-tech-conferences-in-2024) - [How to Answer the “Why Should We Hire You” Interview Question](https://www.wearedevelopers.com/magazine/321-how-to-answer-the-why-should-we-hire-you-interview-question) - [How to Respond to the “Why Do You Deserve a Promotion?” Question](https://www.wearedevelopers.com/magazine/416-how-to-respond-to-the-why-do-you-deserve-a-promotion-question)