Campaign Feasibility Package

Executive Recruiter, Google Cloud

Supply & Demand Market Map · Google Executive Recruiting Team (ERT) · Boulder, CO

Client

Google (via ERT)

Role Level

Senior IC (L6 equivalent)

Location

Boulder, CO (hybrid)

Comp

$136K–$197K base + equity

Report Date

July 10, 2026

Classification

Confidential

✅ FEASIBILITY: GO — Competitive Market, Wirable Pool

CONFIDENTIAL · For Internal Use Only · RecruiterDNA Search Intelligence

~250–400

Est. Qualified Pool (Remote US)Pass 1

5+ yrs VP+ closures in tech. Boulder-only: ~25–40

~1,200–1,800

Active Demand (30–60 day)Pass 1

Postings across 5 title variants (US)

~25%

Recruiter Competition

Agency postings as % of total active demand

$136K–$197K

Client Comp vs Market

Competitive — at/above market for Boulder

SEARCH VERDICTGO — Feasible with moderate effort. The qualified pool concentrates at FAANG/tier-1 companies and retained search firms. Boulder is the constraint — remote-US nearly doubles the pool. Comp is competitive. Estimated timeline: 6–8 weeks to slate. Pass 1

Market Map 0 · Feasibility Snapshot

Quick-answer dashboard for Google ERT: should we invest in this search? Pass 1 estimates — ground-truth from supply-side pipeline will harden in final.

~250–400

Addressable Pool (Remote)Pass 1

Boulder-only: ~25–40

~300–500

Est. Direct Employer Demand

Companies hiring exec recruiters (30–60 day)

MEDIUM

Recruiter Density

~25% agency postings. No same-brief overlap.

AT MARKET

Comp Positioning

$136K–$197K base sits at market for Boulder

THE 5 QUESTIONS Scorecard

#	Question	Answer	Signal	Notes
1	Pool Size	~250–400 qualified (remote US)Pass 1	🟡	Boulder-only is tight. Remote essential.
2	Corporate Demand	~1,200–1,800 active postings (US)	🟡	Moderate. GE Vernova, EchoStar, Blue Origin active.
3	Recruiter Competition	~25% agency, no same-brief overlap	🟢	Competing for talent, not for the exact search.
4	Comp	$136K–$197K base — at/above Boulder	🟢	Google RSUs are the differentiator.
5	Feasibility	GO — wirable with remote-first sourcing	🟢	Scored candidate data will harden the verdict.

⚠️ RISK FACTORS1. Boulder geo — tightest bottleneck (only 18% of national talent concentration). 2. Tenure filter — 3+ yr avg may cut pool 30–40%. 3. Top-20 undergrad — market-test before hardening. 4. Culture/pace fit — screen explicitly for Google Cloud velocity comfort.

Market Map 1A · Talent Supply Architecture

Where the addressable talent pool lives — employers, geographies, and title variants. Pass 1 estimates based on market research and demand-side signal analysis.

POOL ARCHITECTURE Estimated by Source Type

Source Type	Est. Pool	%	Notes
Tier 1 FAANG / Tier-1 Internal ERT	~80–130	~32%	Microsoft, Amazon, Meta, Apple, Salesforce, Stripe, Nvidia
Tier 2 Retained Search Firms (Tech)	~70–120	~30%	Korn Ferry, Spencer Stuart, Heidrick, Russell Reynolds, Riviera
Other Tech Companies (internal TA)	~60–100	~25%	GE Vernova, Workday, ServiceNow, Uber, etc.
Adjacent / Transitional	~40–50	~13%	Agency with internal exp, RPO with exec search background

EMPLOYER CONCENTRATION Top Target Companies

Microsoft

High Signal

Amazon / AWS

High Signal

GEOGRAPHIC CLUSTERS

SF Bay Area

#1 Cluster

New York Metro

Finance + Tech

Seattle

Amazon + Microsoft

Los Angeles

Korn Ferry HQ

Chicago

Spencer Stuart + Heidrick HQ

Austin

Tech Migration

Denver / Boulder

⛰️ Target Geo

Remote (US)

Growing Segment

TITLE VARIANTS

Title Variant	Share	Signal
Executive Recruiter	~40%	Exact Match
Senior Executive Recruiter	~20%	Exact Match
Principal Recruiter / Exec Search	~15%	High
Executive Talent Acquisition	~10%	High
Talent Acquisition Lead (VP+ focus)	~10%	Medium
Director, Executive Recruiting	~5%	May be over-leveled

⚠️ BOULDER CONSTRAINTDenver/Boulder represents only ~18% of the national exec recruiter talent concentration. Remote expansion or relocation willingness is critical. See the Tenure Lens tab for how geo and tenure interact.

Tenure Lens · Scenario Comparison

How relaxing the geo constraint and tenure preference changes the addressable pool. Tenure is the sensitivity that most impacts this search.

Scenario 1: Boulder + 3yr Tenure

Metric	Value
Est. Qualified Pool	~12–25
Pool Depth Risk	CRITICAL — Too Thin
Diversity Reach	Severely limited

Scenario 2: Remote + Relaxed Tenure

Metric	Value
Est. Qualified Pool	~350–550
Pool Depth Risk	VIABLE
Diversity Reach	National pipeline

DELTA TABLE Impact of Relaxing Tenure + Geo

Dimension	Boulder + 3yr Tenure	Remote + Relaxed Tenure	Delta
Addressable Pool	~12–25	~350–550	+14–22×
FAANG/Tier-1 access	~3–8	~120–180	+15–23×
Search firm alumni	~2–5	~100–160	+20–32×
Time-to-fill risk	CRITICAL	MODERATE	Reduced
Comp leverage	Strong (above local)	Moderate (at-market)	🟡 Shifts

RECOMMENDATIONSource nationally; screen for relocation. The 3-year tenure preference combined with Boulder-only geography creates an untenably small pool (~12–25). Relaxing BOTH constraints expands the pool 14–22×. Test tenure preference against the market before hardening it into a gate — it is the single highest-leverage calibration conversation to have with Priya and Jordan before outreach begins. Pass 1

Criteria Reality · Fit Analysis

How the market maps against the 5 must-have criteria. Score distributions will populate after Phase 5 supply-side pipeline runs.

⏳ AWAITING SUPPLY-SIDE DATAScore distributions, per-criterion pass rates, and THE GAP table will populate from the supply-side pipeline (Phase 5). This tab currently shows the criteria framework — actual match percentages and the functional shortlist count will replace these placeholders once candidates are scored.

CRITERIA FRAMEWORK 5 Must-Have Slots

#	Criterion	Tier	What the Scorer Looks For
1	VP+ Executive Search Closure	must_have	Personally closed VP/SVP/C-suite searches. Evidence: named closures, search mandates, offer negotiations.
2	Technology Sector Depth	must_have	In-house at tech company OR retained firm tech practice. Evidence: employer names, roles recruited for.
3	Full Lifecycle Ownership	must_have	Managed search end-to-end: intake, sourcing, assessment, offer. Evidence: scope language, process ownership.
4	Research Partner Collaboration	must_have	Briefed and leveraged research/sourcing partners. Evidence: team structure, partnership language.
5	Executive Compensation Fluency	must_have	Negotiated VP+ offers including equity. Evidence: comp ranges, RSU language, offer details.

SCORE DISTRIBUTION (Placeholder — Phase 5 Data)

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Functional Shortlist (≥45%)

Awaiting Phase 5 scoring run

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Strong Match (≥60%)

Awaiting Phase 5 scoring run

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Match-% Ceiling

Top candidate score

—

Universal Breaker

Criterion most candidates fail

Score distributions will populate after the supply-side sourcing pipeline completes (Phase 5).

DISQUALIFIERS Automatic Knockouts

DQ	Trigger
DQ-1	Currently employed at Google (client DNC)
DQ-2	Executive search exclusively in non-tech verticals (healthcare, finance, legal)
DQ-3	No internal TA experience — pure agency/firm background
DQ-4	Only sourcing/coordination roles — no independent VP+ closures
DQ-5	Less than 3 years in technology sector

Supply & Demand Report

RecruiterDNA Intel Panel · July 2026Pass 1

1. CURRENT ACTIVE DEMAND Employer Hiring Footprint

4,871

Unique Posting IDs (Historical Archive)

Across 5 title variants, US-wide. Research database scope.

~1,200–1,800

Est. Active Postings (30–60 Day)Pass 1

Current snapshot of live competing vacancies

Direct employers (est.): ~60% · Agencies/search firms: ~25% · Job boards/cross-lists: ~15%

⚠️ Record-level classification limited in this snapshot. Full classification will run in the final report.

2. RECRUITER COMPETITION INDEX

Metric	Value
Search firm posting share	~25% of active demand
Concentration level	MEDIUM
Same-brief overlap	PARTIAL — Google Cloud has same role in Atlanta (multi-city push)

Firms in the Mix

LHH / Adecco

Active Denver exec recruiter posting. Direct local competitor.

Roth Staffing

Remote exec recruiter — legal/tech focus. Adjacent.

Korn Ferry

Forbes #1. Tech practice active nationally.

Spencer Stuart / Heidrick / RRA

Top-5 retained firms. Competing for same talent pool.

COMPETITION VERDICTModerate recruiter density, low direct competition. No firm is working the exact same Google Cloud ERT search. Google's brand, comp, and equity package are strong differentiators against agency offers.

3. POSTING VELOCITY

Window	Volume Signal
All time in archive	4,871 unique IDs across 5 variants
Current snapshot (30–60 day est.)	~1,200–1,800 active postings

VELOCITY VERDICTStable demand. Google (Atlanta), GE Vernova (June 2026), EchoStar (July 2026) actively hiring. No surge, no contraction.

4. TOP HIRING COMPANIES

Google

Multi-city ERT push

GE Vernova

Remote, $122K–$204K

Microsoft

ERT function active

EchoStar / DISH

CO local, below-market

Blue Origin

Boulder — adjacent role

5. COMP BENCHMARKS

Source	Role	Base Range	Total Comp
Google (Client)	Exec Recruiter, Cloud	$136K–$197K	~$200K–$280K (w/ equity)
GE Vernova	Executive Recruiter	$122K–$204K	+ bonus
Levels.fyi — Google L5	Senior Recruiter	—	$243K median
Levels.fyi — Google L6	Staff Recruiter	—	$299K median
Glassdoor NYC	Executive Recruiter	—	$183,766 avg
Pin/PayScale	Senior Exec Recruiter	$95K base avg	$194,516 avg
EchoStar	Executive Recruiter	$72K–$119K	—

COMP VERDICTClient offer is competitive. Google equity is the differentiator vs cash-comp-heavy agency roles. FAANG candidates see lateral comp but better scope (Google Cloud growth). Non-FAANG candidates see significant total comp uplift.

6. VERDICT

Feasibility Assessment · Executive Recruiter, Google Cloud

🟢

Pool: Adequate at remote-US scope (~250–400). Boulder-only too tight.

🟡

Demand: Moderate (~1,200–1,800 active). Steady-state, not a frenzy.

🟢

Competition: Medium density (~25%), no direct same-brief overlap.

🟢

Comp: Competitive at $136K–$197K base + equity.

🟡

Risk: Boulder geo + tenure preferences are the key execution risks.

✅ GO — Feasible with Remote-First Sourcing Strategy

Pass 1 estimate. Ground-truth numbers from the supply-side sourcing pipeline will replace estimates in the final deliverable.

Outreach Funnel Simulator

Interactive sourcing funnel — click any blue percentage to override. Reverse-calculates workload from target hires. Pre-loaded with this role's pool estimates.

Role

Client

Talent Pool

Target Hires

Channel

Role Type

Stage	Rate	Count	Drop	Volume

Phase

Supply

Outreach

Process

Email · Senior IC · 77% open · 13% reply. Click any blue rate to edit.

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● Messages to Send

to hit target hires

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● Screens to Complete

recruiter screens needed

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● Client Submittals

to generate offers

Email: RecruiterDNA actuals — 77% open, 10.1% reply (1.1k sent) · Screen passthrough: 35% (Ashby 2026) · Offer acceptance: 85% (Ashby 2026)

Talent Operations Addendum

Criteria architecture, methodology, and data provenance for this report.

CRITERIA ARCHITECTURE

#	Criterion	Tier	Weight	Scoring Path
1	VP+ Executive Search Closure	must_have	20	Evidence of named VP+ closures, offer negotiation
2	Technology Sector Depth	must_have	18	Tech employer names, engineering/technical roles recruited
3	Full Lifecycle Ownership	must_have	15	End-to-end language, process ownership scope
4	Research Partner Collaboration	must_have	12	Team structure references, partnership language
5	Executive Compensation Fluency	must_have	10	RSU/equity language, VP+ comp ranges discussed

Scoring math: contribution = weight × score (pass=1.0, partial=0.5, fail=0.0). Overall = sum(contributions) / sum(weights) × 100.

METHODOLOGY

Demand-Side Data

Job posting intelligence from proprietary sourcing engines. 5 title variants searched across US. Historical archive depth: multi-quarter. Current snapshot: 30–60 day window.

Supply-Side Data

Candidate pool intelligence from RecruiterDNA Sourcing Indexes. Broad pool architecture: 8–13 title+location query combinations. Criteria scoring: LLM-based rubric against 5 must-have slots.

Comp Data

Multi-source triangulation: job postings with salary ranges, Levels.fyi (FAANG recruiter bands), Pin/PayScale/Glassdoor (market averages), direct employer postings (GE Vernova, EchoStar).

Recruiter Competition

Employer classification by company name + JD text analysis. Three-way split: direct employers, agencies/search firms, job boards. Forbes 2026 rankings cross-referenced for firm identification.

DATA PROVENANCE

Data Point	Source	Confidence
Posting volume (4,871 IDs)	Proprietary Sourcing Indexes	High
Active demand estimate (~1,200–1,800)	Derived from index volume × snapshot ratio	Medium — Pass 1
Employer classification (~60/25/15%)	Web-sampled demand data	Medium — Pass 1
Pool size estimate (~250–400)	Market analysis, employer concentration mapping	Low — Pass 1
Comp benchmarks	Levels.fyi, Glassdoor, employer postings	High
Score distributions	Awaiting Phase 5 supply-side pipeline	Pending

PASS 1 NOTEThis report contains Pass 1 estimates. All supply-side numbers (pool size, score distributions, per-criterion pass rates) will be replaced with data-verified values from the supply-side sourcing pipeline in the final deliverable. Demand-side numbers (posting volume, comp benchmarks, recruiter competition) are grounded in actual index data.

RecruiterDNA Search Intelligence · Confidential · For Internal Use Only
Data: RecruiterDNA Sourcing Indexes · July 10, 2026 · Pass 1 (Estimated)

RecruiterDNA

Executive Recruiter, Google Cloud

Market Map 0 · Feasibility Snapshot

THE 5 QUESTIONS Scorecard

Market Map 1A · Talent Supply Architecture

POOL ARCHITECTURE Estimated by Source Type

EMPLOYER CONCENTRATION Top Target Companies

GEOGRAPHIC CLUSTERS

TITLE VARIANTS

Tenure Lens · Scenario Comparison

Scenario 1: Boulder + 3yr Tenure

Scenario 2: Remote + Relaxed Tenure

DELTA TABLE Impact of Relaxing Tenure + Geo

Criteria Reality · Fit Analysis

CRITERIA FRAMEWORK 5 Must-Have Slots

SCORE DISTRIBUTION (Placeholder — Phase 5 Data)

DISQUALIFIERS Automatic Knockouts

Supply & Demand Report

1. CURRENT ACTIVE DEMAND Employer Hiring Footprint

2. RECRUITER COMPETITION INDEX

Firms in the Mix

3. POSTING VELOCITY

4. TOP HIRING COMPANIES

5. COMP BENCHMARKS

6. VERDICT

Feasibility Assessment · Executive Recruiter, Google Cloud

Outreach Funnel Simulator

Talent Operations Addendum

CRITERIA ARCHITECTURE

METHODOLOGY

DATA PROVENANCE

Client-Ready Supply & Demand Narrative