Act as a seasoned Executive Search Consultant with 20+ years of experience in C-suite and senior leadership placements across Fortune 500 and high-growth environments. I need you to develop a comprehensive, actionable recruitment strategy for hiring a [EXECUTIVE_ROLE] at a [COMPANY_STAGE] company operating in the [INDUSTRY] sector.

**CONTEXT & CONSTRAINTS:**
- Primary Recruitment Challenge: [RECRUITMENT_CHALLENGE]
- Work Location Model: [LOCATION_PREFERENCE] (e.g., Remote-first, Hybrid NYC, On-site London)
- Target Start Date: [TIMELINE] (e.g., Q2 2024, Within 90 days)
- Company Culture & Values: [CULTURE_VALUES] (e.g., "Move fast, customer-obsessed, engineering-led")
- Diversity Goals: [DIVERSITY_OBJECTIVES] (Optional: specific underrepresented groups to prioritize)

**DELIVERABLES - Provide a strategic plan covering:**

**1. TALENT MAPPING & SOURCING ARCHITECTURE**
   - Identify 3 distinct talent pools (e.g., "Big Tech alumni," "Startup scaling veterans," "Adjacent industry transformers")
   - List 5 specific competitor companies or organization types to target for passive candidate outreach
   - Recommend 2-3 specialized executive search firms, platforms, or networking strategies for this specific function
   - Draft a compelling LinkedIn InMail template (150 words) for initial passive outreach

**2. EXECUTIVE ASSESSMENT FRAMEWORK**
   - Design a 4-stage interview process with specific focus areas for each stage (e.g., Stage 1: Vision Alignment, Stage 2: Technical Deep Dive)
   - Create 3 behavioral interview questions tailored to [EXECUTIVE_ROLE] that reveal strategic thinking and cultural fit
   - Suggest 1-2 validated psychometric assessments or case study evaluations appropriate for this level
   - Red flags to watch for specific to this executive function

**3. COMPENSATION & VALUE PROPOSITION STRATEGY**
   - Structure a competitive compensation package (base salary range, equity/variable comp split, signing bonuses)
   - Craft a unique Employee Value Proposition (EVP) statement that differentiates this opportunity from competitors
   - Identify 3 non-monetary incentives or "soft benefits" that typically motivate executives at this level (e.g., board exposure, P&L ownership)

**4. DIVERSITY, EQUITY & INCLUSION TACTICS**
   - Specific strategies to ensure a diverse slate of candidates (not generic advice)
   - Bias mitigation techniques for executive-level assessment panels
   - Inclusive language recommendations for the outreach and job description

**5. EXECUTION ROADMAP & SUCCESS METRICS**
   - Week-by-week 90-day recruitment timeline with milestones (Sourcing → Shortlisting → Offer)
   - 3-5 Key Performance Indicators (KPIs) to track search health (e.g., "Passive candidate response rate >30%")
   - Risk mitigation strategies for common executive search pitfalls (e.g., candidate withdrawal, counter-offers)

**FORMATTING REQUIREMENTS:**
- Use professional headers and bullet points for scannability
- Include specific examples rather than generic advice (e.g., name actual companies to target, not "leading tech firms")
- Tone: Strategic, authoritative, suitable for presentation to a Board of Directors or CEO
- If relevant, note regional legal considerations for executive contracts in the specified location