The Role of Recruiters and Headhunters in an Executive Job Search
First, some definitions are in order:
I have to admit, I have used the terms “third-party recruiter” and “headhunter” interchangeably, but there are slight differences.
Third-Party Recruiter: This is a broad term for any external agency or individual hired by a company to find candidates for job openings. They work on behalf of the hiring company, not the job seeker. Third-party recruiters handle a wide range of positions, from entry-level to executive roles, and typically work to fill current vacancies. They often source candidates from job boards, online applications, and their existing networks.
Think of third-party recruiters as “one of many” – a company may send a job announcement out to several third-party recruiters, and the only one who gets paid is the one who brings forth the winning candidate. These recruiters work in volume.
Headhunter: This term often refers to a more specialized type of third-party recruiter. Headhunters typically focus on finding candidates for high-level, executive, or very specialized positions. They often target individuals who are currently employed and not actively looking for a new job (passive candidates). Headhunters rely heavily on networking, industry contacts, and direct outreach to identify and recruit top talent. The term "executive search firm" is often used synonymously with headhunter.
Think of executive search firms as “exclusive” – they are contracted by an employer to fill a specific position, and the work they do to achieve that goal is high-touch and time-intensive.
Executive Recruiter: Headhunter and an executive recruiter are essentially the same thing. The term "headhunter" is often used as a more colloquial or traditional term for a recruiter who specializes in finding candidates for high-level, executive, or very specialized positions.
Here’s a summary:
Third-Party Recruiter vs. Headhunter/Executive Search Firms
Focus
Filling current job openings vs. Identifying and recruiting top-level talent
Position Level
Wide range, entry to executive vs. Primarily executive and highly specialized
Candidate Pool
Active job seekers, some passive vs. Primarily passive candidates
Sourcing Methods
Job boards, applications, networks vs. Networking, direct outreach, industry contacts
Specialization
Can be general or specialized by industry vs. Often specialized in specific industries or roles
No matter what terminology is used, you should never pay for these services. A reputable recruiter is working on behalf of a company and will by paid by them. While they, hopefully, want to help you, it is important to understand that their loyalty is to the employer.
Also – an executive recruiter is often tasked with bringing 2-3 candidates to the employer, so even then you have a 33%-50% chance of being selected.
In my experience, recruiters and headhunters don’t have the skill set or the time to support you, the candidate, in any meaningful way. Your resume, LinkedIn profile, and interview preparation is better supported by someone like me who is working for you – not an employer. Also, a recruiter isn’t going to help you develop and execute a job search strategy that is customized to your specific goals and strengths.
There are executive search firms that offer these services for a fee – you are still better off working with someone like me who will have a much higher level of experience and credential than someone employed by a firm.
Here's a breakdown of the relationship between executive recruiters and the companies they contract with:
Client Relationship: Executive recruiters have a contractual agreement with the hiring company (their client). Their goal is to fulfill the client's hiring needs by identifying, screening, and presenting qualified candidates.
Payment: They are typically paid a fee by the employer upon the successful placement of a candidate. This fee is usually a percentage of the hired candidate's first-year salary.
Focus: Their focus is on understanding the employer's requirements, company culture, and the specific needs of the open position. They then search for candidates who best fit those criteria.
While their primary allegiance is to the employer, good executive search firms also understand the importance of building relationships with candidates. They aim to create a positive experience for candidates, even if they are not selected for the current role. Maintaining a strong network of candidates is crucial for their long-term success in the industry. They may also:
Provide feedback to candidates: Offering insights into why they were or were not a good fit for a particular role.
Keep candidates in mind for future opportunities: If a candidate is not right for one position, they might be a strong match for a different role down the line.
Offer career advice (sometimes): Though this is not their primary responsibility, some recruiters may offer general advice to candidates.
In summary, recruiters and headhunters work for the employer to find the best talent available in the market. While they strive to treat candidates professionally and build positive relationships, their ultimate responsibility is to serve the needs of their client, the hiring company.
Here is my stance on utilizing executive search firms in your job search: If you have established relationships with recruiters OR you have been referred to a specific recruiter who operates in your professional space – reach out to them and provide them with an updated copy of your resume.
Otherwise, trying to find an executive recruiter who is looking for someone like you at the exact time you are reaching out is a longshot.
Instead, you want a LI profile that acts like recruiter flypaper – it is attracting executive recruiters who DO have a position for which you are qualified. Your LI profile is working on your behalf, while you are actively engaging in other job search activities.
One final word: Stay in touch with recruiters once you develop a relationship with them. This should be a mutually beneficial relationship; here are three ways you can add value to recruiters:
1. Send candidates their way.
2. Be a source of insider industry information.
3. Keep them posted on your career progression, new credentials, etc.