Senior Talent Acquisition Partner – Executive Search – UK, Ireland & Continental Europe

Location: Frankfurt, Madrid or Amsterdam

Employment Status: Initial 12 month FTC

A Senior Executive Search Partner at CBRE is responsible for delivering best‑in‑class, end‑to‑end executive search activity across senior mandates throughout the region, owning the full lifecycle from initial brief through to offer, negotiation, successful hire and onboarding.

Working closely with the Head of Executive Search – UK, Ireland & Continental Europe, and in collaboration with the wider team and European and in‑country Talent Acquisition professionals, this role leads on a selected number of mandates to support senior‑level growth of CBRE Advisory across all business lines. The role also involves supporting all search assignments, as well as exposure to multi‑hire initiatives, search‑related projects, and C‑Suite activity.

This position acts as a trusted advisor to the business within CBRE and to senior candidates throughout the search process, ensuring adherence to search best practice and legislation, and applying sound judgment to deliver excellent service to senior candidates and C‑Suite level stakeholders (including CEO, ExCom, and CHRO).

The role involves developing a strong understanding of current and future talent requirements within CBRE, providing high‑quality market insights through networking, research, and knowledge‑sharing, and maintaining confidentiality and professionalism throughout every mandate.

What You’ll Need

A well‑rounded and in‑depth understanding of the Real Estate market is highly desirable.
A strong track record of hiring senior individuals, either within an executive search business, internal matrixed organization, or contingency practice, is essential.
Prior experience managing senior, end‑to‑end mandates, from briefing through to long/shortlist, offer, and onboarding.
Experience designing or applying candidate assessment methodologies, including competency frameworks and psychometric or personality assessment tools.
A proactive approach towards internal and external business development.
Effective project and workload management skills; the ability to prioritise tasks is essential.
Ability to work in a matrix organisation, prioritising and effectively communicating with key stakeholders to achieve team goals.
Maintains a comprehensive view across CBRE Business Lines whilst managing effective day‑to‑day delivery.
Partners and participates actively across the wider Talent Acquisition team, ensuring the sharing and implementation of best practices.
Inspires confidence and trust as a senior member of both the Executive Search and wider Talent Acquisition teams, including experience mentoring or guiding junior colleagues.
Demonstrated stakeholder and customer engagement at all levels, both internally and externally, including C‑Suite, ExCom, and CHRO‑level stakeholders.
High level of networking and relationship management.
Excellent communication and stakeholder management skills.
In‑depth resourcing knowledge and awareness of current sourcing trends and innovations.
A passion for Diversity, Equity, and Inclusion in all approaches.
Proven judgment and collaboration skills.
Knowledge and experience using resourcing technologies and social networking to build diverse candidate/talent pools.
Consistent demonstration of professional behaviours, applying judgement, initiative, and influence.
Exemplary customer service and relationship management.
Understanding of commercial and financial metrics.
Recruitment technology expertise – ATS, varied search and sourcing methods, LinkedIn, talent pooling, and market mapping.
Strong interpersonal and communication skills.

What You’ll Do

Stakeholder Management, Search Strategy & Execution

Accountable for search activity across UK, Ireland & Continental Europe, understanding Business Line requirements to deliver a structured search plan to hire key, top‑tier talent into CBRE.

Align with leadership on role briefs, success profiles, and market context, advising on compensation benchmarks, organisational design / role scoping, and talent availability.

Define search strategy with senior stakeholders during brief meetings, agreeing targeted approach, talent pools, skillsets, and geographic scope.

Create and refine longlists and shortlists, and run regular progress updates with stakeholder groups covering progress, pipeline, and challenges.

Provide strategic, proactive search advisory, working collaboratively with People and Business Leadership teams to align hiring strategy to secure senior talent against business needs and priorities.

Manage strategic, high‑profile, confidential, and business‑critical roles, and manage senior stakeholder expectations and confidentiality throughout.

Input and develop resource plans against current and future hiring demands.

Business Development

Actively identify and pursue new search mandates, cultivating a proactive approach to both internal and external business development.

Build relationships with existing stakeholders and prospective stakeholders.

Prepare and deliver market insights and talent mapping exercises, and attend industry events (e.g. conferences, awards) as well as guest speaking opportunities.

Build and maintain relationships with external third‑party search firms who may be utilised for niche skillsets or specialty roles, working with the Head of Executive Search or local People Leads to select partners for externally supported searches.

Candidate Engagement, Assessment & Shortlisting (Senior Level)

Personally approach and engage top‑tier candidates, building an effective, diverse talent pool of potential candidates.

Conduct high‑level interviews assessing leadership capability, cultural fit, and strategic impact potential, acting as a trusted advisor to candidates throughout the process.

Maintain relationships with passive talent and build talent pipelines across all Lines of Business and all UK&I & CE countries.

Evaluate candidate suitability using competency‑based assessment and leadership frameworks, comparing candidates against the brief’s requirements.

Design and oversee the candidate assessment approach, including competency frameworks, leadership behaviours, and cultural fit; select and apply assessment tools such as psychometric testing and 360‑style referencing.

Synthesize findings into structured, evidence‑based assessment reports and recommendations to leadership, and present shortlists with detailed insight on strengths, development areas, compensation expectations, and motivations.

Search Process Management

Ensure search progresses against timeline, coordinating interview scheduling and chasing feedback loops.

Resolve issues such as candidate dropout or misalignment between stakeholders, maintaining confidentiality and professionalism while pushing towards the goal.

Ensure search requirements are fulfilled end‑to‑end, from briefing through to long/shortlist, offer, and onboarding.

Offer & Negotiation Support

Provide strategic advice to both sides on proposed compensation packages and contract terms, working closely with HR Business Partners.

Manage offer negotiation and closing, handling counter‑offers and candidate concerns.

Support successful placement closure, directly or indirectly where contract creation is taken over locally.

Market Intelligence, Reporting & Data

Act as a trusted advisor to the business, developing in‑depth knowledge of talent, competitors, and Real Estate markets, and staying current on industry trends and competitor hiring activity.

Consult with stakeholders on Talent Acquisition metrics, providing relevant talent and market insights (including monthly ExCom reporting or ad‑hoc).

Provide monthly/quarterly and annual Talent Acquisition activity reports, and prepare internal reports and decks (UK, CE, annual, and monthly ExCom).

Update internal Talent Acquisition systems with candidate interview tracking and offer processing, and track the pipeline of ongoing mandates and cost‑avoidance forecasts.

Internal Leadership, Team Guidance & Value‑Add Projects

Mentor and guide junior team members (e.g. apprentices), reviewing their work including candidate longlists, interview scheduling, and communication tone and accuracy.

Upskill wider Talent Acquisition team members on specific topics (e.g. advanced sourcing, global masterclass sessions), partnering and participating actively across the wider team to share and implement best practice.

Contribute to a range of strategic initiatives and value‑add projects and develop marketing materials to support both the team and the broader business.

Define, develop, plan & implement search and attraction strategies, including DE&I initiatives, to enhance talent engagement and attract and recruit leading talent into the business.

Work actively with People Partners to understand the internal talent pipeline and promote opportunities across CBRE Business Lines.

Why CBRE

When you join CBRE, you become part of the global leader in commercial real estate services and investment that helps businesses and people thrive. We are dynamic problem solvers and forward‑thinking professionals who create significant impact. Our collaborative culture is built on our shared values – respect, integrity, service and excellence – and we value the diverse perspectives, backgrounds and skillsets of our people. At CBRE, you have the opportunity to chart your own course and realise your potential. We welcome all applicants.

CBRE Group, Inc. (NYSE: CBRE), a Fortune 500 and S&P 500 company headquartered in Dallas, is the world's largest commercial real estate services and investment firm (based on 2025 revenue). The company has more than 155,000 employees (including Turner & Townsend employees) serving clients in more than 100 countries. CBRE serves a diverse range of clients with an integrated suite of services, including facilities, transaction and project management; property management; investment management; appraisal and valuation; property leasing; strategic consulting; property sales; mortgage services and development services.

Applicant AI Use Disclosure

We value human interaction to understand each candidate's unique experience, skills and aspirations. We do not use artificial intelligence (AI) tools to make hiring decisions, and we ask that candidates disclose any use of AI in the application and interview process.

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