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Steven Panos
Executive Recruiting Leader specializing in Quant, Technology, and Campus Talent Acquisition
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About
Recruiting leader with experience managing teams from 5 to 55 and staying hands-on in senior/executive searches. Partnered closely with HRBPs and a CFO at PDT, including designing compensation structures for a junior-talent program and helping build out the CFO’s organization over 6 years. Known for implementing a shorter, structured, data-driven interview process that improved hiring speed and enabled teams to become fully staffed and more proactive in hiring.
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Key Strengths
- Led recruiting teams at multiple scales (5, 12, and 55 direct reports)
- Hands-on executive search leadership; leads senior searches personally
- Built strong coaching/feedback culture focused on recruiter development
- Strategic HRBP partnership on prioritization, candidate targeting, and retention
- Executive stakeholder management (partnered with CFO on comp structure and org build-out over 6 years)
- Implemented shortened, structured, data-driven interview process to reduce time-to-hire and improve hiring outcomes
Reference Highlights
- Open and collaborative leadership style
- Strong focus on professional growth and excellence
- Crisp articulation and logical reasoning
- Elevated recruiting into a value-added business partner function
- Effective at constructively disagreeing with executives
- Influenced executive-level hiring strategy with positive outcomes
- Implemented inclusive, org-wide interview processes
- Approachable and consistently present/available to stakeholders
- Willingness to engage and collaborate
- Highly honest, transparent, and trustworthy
- Brings out the best in team members
- Develops strengths and addresses weaknesses
- Open and communicative manager
- Empathetic while being truthful and transparent
- Strong executive influence using logic and data
- Effectively navigates high-stakes stakeholder conversations
- Turned around a messy recruiting situation/team
- Improved external vendor partnerships and incentives
- Embedded recruiting more effectively into the business
- Implemented a close framework
- Exceeded expectations on hiring volume
- Improved quality of hires
- Builds strong relationships with business and HR leaders
- Strong reliability on compensation alignment, role readiness, and start dates
- Proactive candidate engagement to prevent surprises
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