Headhunting
The right person is rarely looking.
For specialist, mid-senior and hard-to-fill roles, we identify the people already doing the job well and approach them directly and discreetly, instead of waiting for applications.
When to use it
Why headhunting works
The strongest candidates for specialist roles are usually employed, performing well and not reading job boards. Advertising reaches the people who are actively looking; headhunting reaches the people you actually want.
- Hard-to-fill skills, where only a small number of people in India have the experience you need.
- Competitor and market knowledge, where the right hire has done the job at a comparable company.
- Confidential replacements, where you cannot advertise the role publicly.
- Mid-senior roles that need a targeted search but not a full retained executive search.
How it works
From target list to shortlist
- Define the target
We agree the role, the profile of the ideal person and the companies, teams and roles where they are likely to be working now.
- Map the market
Our researchers identify and verify the people in those teams, so you see who exists, not only who is available.
- Approach discreetly
A consultant contacts each person directly and confidentially, explains the opportunity and gauges real interest.
- Assess and present
Interested candidates are interviewed against your brief. You receive a shortlist with notes on fit, motivation, notice period and pay.
Headhunting or executive search?
Choosing the right approach
| Headhunting | Executive search | |
|---|---|---|
| Typical roles | Specialist, mid-senior and hard-to-fill roles | CXO, board and senior leadership roles |
| Approach | Targeted direct approach to identified people | Full market research, long list, structured assessment and references |
| Timeline | Usually two to six weeks to a shortlist | Typically eight to twelve weeks to appointment |
| How you pay | Success fee on joining, agreed upfront | Retained fee in stages |
Not sure which you need? Tell us about the role and we will recommend one.
Industries
Where we headhunt
Questions
Frequently asked questions
Is headhunting confidential?
Yes. We do not name your company to candidates until they have shown interest and agreed to keep the conversation confidential, and we never approach your own employees.
Will you approach people at our competitors?
We approach people at the companies you agree with us, and respect any off-limits list you give us.
How is headhunting priced?
Usually as a success fee when the candidate joins, agreed in writing before we start. See our fees page for standard rates.
What if the shortlist is not right?
We review your feedback, adjust the target list and continue the search.
Have a hard-to-fill role?
Tell us about it. A consultant who recruits in your industry will respond within one business day.