A headhunter is an individual or company that offers specialized recruitment services to employers seeking to fill high-level or niche positions. Companies turn to headhunters to locate and secure individuals who perfectly meet specific job criteria. This function is often referred to as executive search, and the professionals involved might also be known as executive recruiters.
Headhunters can proactively seek talent by exploring their own database or by identifying potential candidates in competitor firms. Generally, employers enlist headhunters when they need to fill a position urgently and cannot find the right candidate on their own.
Essential Insights
- Role Clarification: A headhunter, or executive recruiter, is an entity employed by a company to identify and recruit top talent for specialized job roles.
- Compensation Model: Headhunters typically work on a contingent basis and receive a commission only when they successfully place a candidate.
- Salary Discussions: An effective headhunter will discuss the salary range you seek rather than probing into your current or past earnings.
Understanding Headhunters
Recruiting suitable job candidates is commonly managed by hiring managers, human resources professionals, or in-house recruiters. However, in some instances, firms may opt for employment agencies or executive search firms to fulfill this task. These external entities are colloquially known as headhunters.
Headhunters are often called upon to fill roles requiring specialized skills or positions that offer lucrative salaries. They frequently search for top-tier talent at a global scale. Furthermore, individuals seeking job opportunities may reach out to headhunters to submit their résumés or to explore specific job roles for which the headhunter is recruiting. Modern internet technologies, inclusive of social media platforms and online job boards, significantly aid the headhunting process.
How Headhunters Are Compensated
The reward system for headhunters is structured around their success in securing job placements—they generally get paid only when their candidate is hired. Independent recruiters are usually remunerated on a contingency basis, receiving a percentage (commonly 20% to 30%) of the new hire’s first-year salary. Because headhunters serve the employer, their primary goal is to align with the employer’s needs.
It’s worth noting that no specific licenses can restrict who can become a headhunter, making it a competitive field with both seasoned professionals and less reputable practitioners. You might encounter their outreach via calls, emails, or LinkedIn messages.
Identifying Quality Headhunters
The quality of headhunter services can vary significantly. Here are key attributes to consider:
- Proactive and Informed: A commendable headhunter contacts you because your skills and experience align with the job role they are looking to fill.
- Transparent Salary Discussions: If a headhunter asks for your past or current salary, consider it a warning sign. They should ideally inform you of the job’s salary range and inquire if it matches your expectations.
- Preparedness: A reputable headhunter will have researched your background thoroughly rather than trying to collect information during an impromptu call.
- Professionalism: Quality headhunters are easily reachable, communicative, and polite. It’s concerning when they speak hastily, behave rudely, make excessive demands, are elusive, or fail to respond promptly to communications.
- Network-Oriented: Good headhunters maintain an ongoing relationship with top candidates, keeping them in the loop for future opportunities.
Leveraging a competent headhunter can significantly streamline the recruitment process and connect you with opportunities that match your expertise and career ambitions.
Related Terms: recruiter, employment agency, executive search, talent acquisition, contingency fee.
References
- Top Echelon. “How Do Recruiters Get Paid”?
