How headhunting works
Headhunting follows a research-driven approach. The process begins with a detailed brief from the client, covering not just the role specification but the strategic context — why the role exists, what the hire needs to achieve in their first year, and what leadership style will succeed in the organisation's culture.
The headhunter then conducts market mapping, identifying target companies and individuals who match the profile. This research phase may involve analysing organisational structures, attending industry events, and leveraging professional networks. Shortlisted candidates are approached confidentially, often through personal connections or warm introductions, and assessed through in-depth conversations before being presented to the client.
The entire process typically takes 8-12 weeks for a senior hire, though critical or complex searches may extend to 16 weeks or more. Throughout, the headhunter manages the relationship between candidate and client, including compensation negotiations and counteroffers.
Headhunting vs recruitment
Standard contingency recruitment relies primarily on attracting active job seekers through job postings and database searches. The recruiter is paid only if they successfully place a candidate, and multiple agencies may work the same role simultaneously.
Headhunting (retained search) is typically an exclusive engagement where the client pays the search firm in stages — commonly a third upfront, a third on shortlist presentation, and a third on placement. This model funds the research-intensive approach required to identify and attract passive candidates. Retained searches are most common for C-suite roles, board appointments, and positions requiring niche expertise where the candidate pool is limited.
When to use a headhunter
Headhunting is most appropriate when the role is senior enough that the best candidates are unlikely to be actively applying for jobs, when confidentiality is required (for example, replacing a current executive), or when the skill set is so specialised that traditional advertising and database search will not reach qualified candidates.
The cost of a retained executive search is typically 25-33% of the placed candidate's first-year total compensation, which is higher than contingency fees. This premium reflects the depth of research, the exclusivity of the engagement, and the calibre of candidates accessed. For most roles below director level, contingency recruitment or in-house hiring is more cost-effective.