Search
Operator.

What this role is

The Search Operator owns the end-to-end execution of a search mandate. That means running the process from brief to signed offer — coordinating the AI pipeline, working with domain operators on assessment, managing the client relationship, and ensuring the search moves at the pace Force promises.

This is not a business development role. The searches come in. Your job is to run them brilliantly. The quality of your work is what determines whether a client comes back and refers others.

What you will own

• Client intake and brief development — the first session that defines what great looks like for this specific role at this specific company
• Market map delivery — working with the Force AI infrastructure to produce the full candidate landscape within 2 hours of brief
• Longlist to shortlist — coordinating domain operator assessment and building the shortlist the client sees
• Candidate management — outreach, qualification conversations, managing through to offer
• Client communication — proactive updates, managing expectations, navigating the difficult moments every search has
• Post-placement — checking in at 30, 60, and 90 days as part of the Force guarantee

What we are looking for

• 2–5 years in executive search, talent, or a fast-moving professional services environment
• You have managed relationships under pressure and know how to keep a process moving when things get complicated
• Excellent written and spoken English — clear, direct, no filler
• You are genuinely curious about the companies and candidates you work with. You read about European tech. You follow what is happening at the growth-stage companies that matter.
• High standards for your own work. You notice when something is not quite right and fix it before it becomes a problem.
• Comfortable with AI tools and eager to use them as a multiplier on your own judgment

What this is not

This is not a role where you will spend most of your time cold-calling. The Force AI infrastructure handles sourcing and initial outreach at scale. Your job is the judgment layer — knowing which candidates are actually worth pursuing, how to read a brief accurately, and how to manage a high-stakes process with care.

It is also not a safe, predictable role. The searches are real, the clients are paying significant fees, and the outcomes matter to the companies we work with. That pressure is part of what makes the work interesting.

Growth path

Force is early. The people who join now will shape how the company operates as it scales. There is no ceiling on what this role becomes for the right person.