If you’re a senior leader eyeing a new opportunity or your first C-suite role, you’ve likely encountered executive headhunters along your career journey.
You may have interacted with them while filling positions at your current company, or perhaps they even played a role in helping you secure your current position.
As you climb the career ladder, you’ll notice that fewer opportunities at your level are advertised on traditional job boards. This is where executive headhunters come in—they provide you an entry point into the “hidden job market.”
In this comprehensive guide, I explain:
- What an executive headhunter is and who pays their fees
- Whether you can hire a headhunter to find you a new executive position
- How to effectively collaborate with a headhunter during your job search
- The best ways for finding potential executive headhunters to work with
Let’s get started…
What Is An Executive Headhunter?
An executive headhunter is a specialized recruiter hired by organizations to fill senior-level positions such as CEO, COO, CFO, CTO, CIO, CPO, or CHRO.
You can think of executive headhunters as partners in your job search, helping connect you with potential high-level job opportunities.
There are both internal and external headhunters.
Internal Headhunters
Internal headhunters are employed directly by the company (e.g., Google, Meta, Amazon, Microsoft, Apple). They focus solely on filling roles within their organization. Large companies often have multiple headhunters specializing in specific roles or departments.
External Headhunters (Agency Recruiters)
External headhunters, also known as agency recruiters, are not directly employed by the hiring company. They may recruit for one or multiple companies. External headhunters often specialize in a specific niche, such as Fortune 500 CTOs or senior product executives at SaaS startups.
Who Pays The Headhunter Fee?
The company filling the role pays the headhunter fee, which is typically a percentage of the candidate’s annual compensation, usually ranging from 20% to 30%. The exact fee depends on various factors, such as the role’s seniority, hiring difficulty, and relationship with the headhunter.
I’ve said it before, and I’ll say it again. If a recruiter or headhunter is asking you for money, it’s a scam. Plain and simple.
You, the job seeker, should never pay a headhunter to help you with your job search. Your relationship with a headhunter should always be cost-free.
Can I Hire A Headhunter To Find Me A Job?
As a tech career coach, I’m often asked, “Can’t I just hire a headhunter to find a job for me?”
My response is simple: I wish! If you find a legitimate service provider who finds jobs for candidates, please share their details with me. I have more leads than they could ever handle.
The truth is, you can’t directly hire a headhunter to find you a job. Headhunters are paid by companies to fill roles, not by job seekers to find employers.
This is where a career coach comes in. They can support you in navigating the nuances and complexities of the executive job search:
- Optimizing your LinkedIn profile to be found by headhunters in the first place
- Writing an executive resume that positions you effectively
- Preparing you for interviews at the C-suite level
- Negotiating your salary and the best total compensation package possible
- Guiding you as you choose between multiple job offers
While headhunters can be invaluable connections in your job search, they work for the hiring companies, not for you as a job seeker. Conversely, a career coach provides you with a dedicated space to focus solely on your career goals and personal priorities.
[Read: Reverse Recruiting: What You Need To Know]
How To Work With A Headhunter On Your Job Search
Let’s dive into how to best work with a headhunter on your job search:
- Be clear on what you want: Before engaging with headhunters, be crystal clear about your career goals and what you’re looking for in your next role. You want to avoid wasting time (both yours and theirs!) and ensure the headhunter can match you with suitable opportunities.
- Update your resume: Ensure your resume is up to date with your latest career accomplishments. This document is often what gives the headhunter their first impression of you.
- Make them look good: Executive recruiters are evaluated based on the candidates they present, so spend ample time preparing for your interviews and sending thoughtful thank you messages after each conversation.
- Respond promptly: While headhunters understand you’re a busy executive, they’re balancing multiple requisitions and stakeholders. Strive to respond as soon as possible to their emails. Don’t leave them hanging, and never ghost them (the executive recruiting world is small!).
- Stay top of mind: Keep in regular contact with your headhunter, both when you’re actively looking for a job and when you’re in your new role, since you never know when opportunities may open up.
Working effectively with a headhunter is a two-way street that requires you to be proactive, direct, and responsive if you want to increase your chances of landing the right executive role.
How To Find An Executive Headhunter
So how do you identify potential headhunters to partner with on your job search? Here are some strategies for finding an executive headhunter to support you as you search for your next opportunity:
1. Call on your network.
Ask for recommendations from your professional network. If you’re a member of executive groups like Young Presidents Organization or Chief, for instance, consider posting in their communication channels to request recommendations for top executive headhunters. If you’re searching discreetly for your next role, which is often the case, you don’t need to mention that the recommendations are needed to look for a new job.
2. Leverage LinkedIn.
LinkedIn is a powerful tool for connecting with executive recruiters. Optimize your profile to attract executive headhunters by using relevant keywords in your headline, About section, and Experience section.
You can also use LinkedIn’s search features to find recruiters specializing in your industry or function. When reaching out to recruiters, send customized messages with a clear call to action (CTA). Avoid sending your resume until you’re asked, since you want to tailor it based on the opportunities they have available.
3. Reconnect with past connections.
While on the topic of LinkedIn, reconnect with any executive recruiters you’ve worked with in the past or who have previously reached out. They may have new opportunities since you last connected. It never hurts to check in and remain in contact so they can alert you as new positions arise!
4. Connect with your employer’s agency recruiter.
If your previous or current employers use an agency recruiter, reach out discreetly regarding your search. Many of my executive clients have found their current roles this way. Executive search firms specialize in confidential searches and understand the need for discretion in these cases.
5. Share executive thought leadership.
Participate in industry conferences, share content on LinkedIn, and create additional executive thought leadership that positions you as a subject matter expert. Headhunters use various sources to find executive-level talent, so increasing your visibility can help you get on their radar.
Final Thoughts
Headhunters can be invaluable partners in your job search, providing insights and connections that may lead to your next opportunity. However, they aren’t responsible for executing the search on your behalf. You must be proactive if you want to be successful.
If you’re feeling stuck in your search, consider reaching out to a career coach for tailored advice on how to navigate the executive job hunt. Please feel free to schedule a consultation. I’m here for you! You’ve got this!
