What is executive search (headhunting)?

The defining feature is the approach to passive candidates. A headhunter maps the market for a role (which organisations have people doing similar work, and who they are), approaches those people discreetly, sells the opportunity, assesses interest and fit, and presents a short list of candidates to the client. Executive search is used for board, C-suite and senior leadership roles, and for specialist roles where few qualified people exist and most are already employed.

Firms work on two broad models. Retained search is the norm at the senior end: the client engages one firm exclusively and pays the fee in instalments, typically during the search rather than only on success, in return for a defined process and a dedicated team. Contingent search pays only when a candidate the firm introduced is hired, and several agencies may compete on the same role, which suits more numerous mid-level roles. Fee structures vary by firm and market, so agree them in writing before work starts.

A good search has a written brief agreed with the hiring leaders (the outcomes the role must deliver, not just the CV profile), a clear assessment process, regular progress reports showing who was approached and why they did or did not progress, and thorough referencing. Ask prospective firms about their experience with similar roles, who will actually do the work, how they handle conflicts (for example, not approaching your own staff for other clients) and what happens if the placed candidate leaves early.

Many organisations also build in-house executive search capability, especially when they hire senior people often enough to justify a dedicated recruiter with strong sourcing skills.

Also called: headhunting, headhunter, retained search, executive recruiter.