Senior Consultant, Executive Talent – Endeavor

Position Summary

Vista is seeking an exceptional executive talent professional to support the Endeavor portfolio by building a deep, proprietary network of high-performing software executives and translating it into outstanding leadership outcomes. The role will focus primarily on CEO, CFO, CPO, CTO, CRO and other C-suite leadership positions across high-growth enterprise software businesses $10M - $100M ARR. The mandate is deliberately focused: build a deep executive bench for Endeavor companies and personally deliver 12–15 successful searches each year. The successful candidate will combine the relationship orientation of an executive recruiter with the judgment of a trusted advisor to investors, boards and management teams. This role also carries “dual citizenship” with the Vista Talent practice (which works with all companies in the Vista portfolio).

Responsibilities

Build and Nurture the Endeavor Executive Bench. Proactively identify, develop and maintain relationships with exceptional current and emerging leaders across these functions. Partner with the Endeavor Fund to prioritize which benches to build, keeping them current and genuinely hireable, so Endeavor has ready access to proven leaders ahead of need. When a search closes, re-bench strong candidates who were not selected and keep them engaged for future roles. Track all search and bench data in Vista’s Thrive system.

Lead Executive Searches. Personally run 12–15 successful executive searches each year. Partner with Endeavor investment professionals, boards and CEOs to define leadership needs, build candidate profiles, map talent markets and drive searches from outreach through assessment, referencing and close. Where a portfolio company engages an external search firm, the portfolio company (CEO) and Vista Board drive that engagement. However, this person will be responsible for maintaining the roster for the Vista Endeavor Team’s preferred third-party search firm partners.

Leverage the Broader Vista Network. Stay connected to Vista’s broader executive talent ecosystem and deploy proven Vista executives into Endeavor companies where there is strong fit.

Own Referral Intake. Serve as the intake point for executive referrals from Endeavor board working teams and the Vista network. Bench them personally or hand off when capacity is full, so no referral goes stale.

Develop Market Intelligence. Maintain a current view of the enterprise software executive landscape: rising executives, proven operators, succession candidates, compensation dynamics and movement across the Vista ecosystem.

AI forward with Hustle Mindset. Use AI to sharpen market mapping, outreach and network intelligence and keep the bench current in Thrive, moving with the urgency, creativity and ownership of a builder.

Qualifications

The Ideal Candidate

An experienced executive recruiter or talent professional with strong judgment around senior software executives, who builds relationships well before a formal search begins.

They will likely bring:

• Approximately 7–10 years of experience across executive search, private equity or growth equity talent, or senior in-house executive recruiting.

• A track record recruiting C-suite and senior functional leaders, ideally within enterprise software or technology.

• Experience building proprietary executive networks, not just running searches.

• Strong executive assessment skills, credibility with investors and boards, and a relationship-driven approach that sustains long-term connectivity with executives.

• A high say:do ratio and the capacity to personally carry a high volume of concurrent searches to close without losing momentum on bench building.

• Analytical and data-driven, using data to refine pipeline development and executive talent strategy.

• Hungry, humble, polished and smart. Needs to be credible in front of CEOs and boards, and measured on searches closed and bench depth built. Intellectually curious, discreet, low-ego and highly collaborative.

• Comfort operating within a shared talent practice, including established protocols, with consistent system-of-record discipline.

What Success Looks Like

Success will be measured on two things: delivering 12–15 successful executive searches each year, and building a deep Endeavor bench, including strong candidates from prior searches who stay warm and in play. Together these give Endeavor a differentiated executive talent advantage: faster access to exceptional candidates, stronger hires across the portfolio, and a growing network of executives who want to build with Vista and Endeavor.