Executive Recruiter, APJC, Global Specialty Recruiting

Shape the future of Amazon's leadership across Asia Pacific, Japan, and China by identifying and recruiting transformational talent who will drive innovation across our most ambitious initiatives. As an Executive Recruiter based in Singapore, you'll partner directly with senior leaders to build the leadership foundation that enables Amazon to scale and evolve across all business functions and geographies.

Your work spans multiple business units and functions including AWS, Prime Video (inc. Studios), Stores, Operations, Transportation, Prime Video, Devices, Amazon Leo and all functions (inc. Corporate Affairs, Legal and HR). You will be focused on raising our hiring bar and ensuring that every leader we bring into Amazon has the potential to make a meaningful impact.

This is a high-visibility, high-impact position for a seasoned executive search professional who thrives on complexity, operates with discretion, and brings the gravitas to advise Amazon's most senior leaders on their most critical hiring decisions.

What Makes This Role Exceptional
Scope & Visibility: Your hires will be felt at the highest levels across Amazon's full portfolio in APJC, EMEA and North America.

Stakeholder Partnership: You'll influence and advise Amazon's most senior leaders — a strategic partner, not an order-taker.

Autonomy & Impact: You'll own searches where playbooks don't exist and your judgement matters.

Regional Complexity: Navigate multiple markets, cultures, and fiercely competitive talent landscapes with sophistication.



Key job responsibilities
- Serve as the trusted talent advisor to Directors and VPs across APJC — educating and challenging leaders on the external landscape. You'll use your highly effective assessment skills drive effective and impactful hiring decisions.
- Define and execute recruiting strategies for critical, often confidential leadership roles with broad cross-organizational impact.
- Partner deeply with PXT and business leaders to align on talent priorities and deliver bar-raising hires.
- Identify and engage world-class passive talent through creative, research-driven sourcing — building pipelines where none exist.
- Build robust executive talent networks across APJC through deep industry knowledge and long-term relationship investment.
- Own the end-to-end search lifecycle — from strategy through assessment, debriefs, references, and offer negotiation.
- Lead strategic client conversations with data-driven market intelligence and candid counsel.
- Operate with independence and discretion on ambiguous searches, shaping the approach from inception.


A day in the life
8:30 AM — You start the day connecting with peers in Seattle. A Director in Seoul pings you about a leadership gap on their team — you already have a view on the market and share two names worth exploring. Momentum from the jump.

9:30 AM — Strategy session with a VP in Sydney who's building a new leadership team from scratch. No playbook exists. You challenge assumptions on the profile, pressure-test the brief, and walk away with a search strategy sharper than what either of you started with.

10:30 AM — You brief your research partner on a new confidential search — aligning on target companies, personas, and creative angles to unlock a niche talent pool across APJC. Together, you build the map that makes the impossible findable.

12:00 PM — Lunch with a senior candidate you've been cultivating for months. No live role — just relationship building. When the right opportunity lands, you'll be the first call they take.

1:30 PM — Debrief leadership on a VP-level loop. The panel is split. You facilitate the conversation, bring data, push for rigour, and ensure the bar stays high. The right decision gets made.

3:00 PM — PXT sync. You partner with the HRBP to align on succession gaps, workforce planning priorities, and where external hiring fits the broader talent strategy. Together, you shape the narrative for an upcoming leadership review.

4:00 PM — Offer negotiation call with a finalist for a critical India-based role. It's complex — relocation, equity expectations, competing offers. You navigate it with precision and empathy, landing the candidate without compromising Amazon's framework.

5:00 PM — You close out the day reviewing market intelligence your research team has pulled together for an upcoming intake with a new VP stakeholder. You're already three steps ahead — armed with data, talent maps, and a point of view. Tomorrow, you'll walk in as a strategic partner from minute one.

No two days look the same. But every day, you're operating at the intersection of strategy, influence, and impact — building the leadership teams that will define Amazon's next chapter in APJC.

About the team
The Global Specialty Recruiting (GSR) team is Amazon's elite executive search function. We partner with technical and business leaders across every Amazon business to hire the company's most senior talent — the leaders who set strategy, build culture, and drive results at scale. We operate globally, think long-term, and hold ourselves to the highest standards of search excellence.

Basic Qualifications

- 5+ years of advising and influencing executive leadership experience
- 5+ years of progressive corporate or search firm recruiting work with a focus on passive engineering candidate generation in a high tech market experience
- Experience in advising and influencing executive leadership
- Experience in progressive corporate or search firm recruiting with a focus on passive engineering candidate generation in a high-tech market
- Experience building and driving talent sourcing initiatives and pipelines
- Experience creating, measuring and scaling workflow among candidates, hiring managers and the recruiting team
- Experience managing and prioritizing multiple searches, projects and client relationships
- Bachelor's degree or equivalent

Preferred Qualifications

- 5+ years of performing team building, coaching and managing experience
- Experience in performing team building, coaching, and managing
- Experience recruiting passive candidates who are the most senior experts in their field
- Experience with executive recruiting in either a blue-chip, global in-house executive search team, or a top executive search firm
- Experience working with recruiting and people-related tools, CRM systems, and complex spreadsheets

Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you’re applying in isn’t listed, please contact your Recruiting Partner.