Management roles
Senior and middle-management appointments where the right person has a significant impact on the organisation.
Horizons® Bulgaria · HR Consulting Since 2003
Professional Headhunting for key and strategic roles
A direct and confidential approach to high-calibre professionals working in competitive or relevant organisations. We identify, engage and attract the right people for the client’s business mission.
20+ yearsRecruitment and HR experience
Passive talentProfessionals not actively seeking a role
ConfidentialControlled communication throughout
Direct searchTargeted companies, markets and profiles
The service
What is headhunting?
The logic is the opposite of standard recruitment: the employer becomes the active party and reaches the most relevant professionals through a specialised consultant.
Attraction rather than filtering only the candidates who are already available
The focus is on identifying potential sources of talent, finding the right professionals in their current environment and presenting a compelling career opportunity.
When the same direct-search methodology is applied to C-suite and senior leadership positions, it becomes Executive Search.
01
Proactive searchWe identify specific professionals rather than waiting for applications.
02
Confidential approachWe protect the interests and professional situation of all parties.
03
Candidate attractionWe connect the role with the individual’s ambitions, motivators and career direction.
When to use headhunting
For roles where the strongest candidates are not applying
Headhunting creates the greatest value when the target market is clearly defined, the relevant professionals are limited and the appointment has strategic importance.
Defined specialist skills
A rare combination of expertise, sector knowledge, know-how and proven professional results.
Clear sourcing base
When relevant companies, markets, professional communities or locations can be identified.
Passive professionals
The best candidates are successful in their current roles and rarely respond to job advertisements.
Confidential appointment
A replacement, new function or sensitive situation that requires carefully controlled visibility.
Best-fit talent
The goal is not simply to fill a vacancy but to attract the strongest match for the business and culture.
Process
Five stages from market research to successful transition
The service covers the complete process — from identifying the target market and approaching candidates to negotiation and integration.
Research and sourcing map
We analyse the market, target companies, professional networks and realistic project scope.
Confidential approach
We engage potential candidates discreetly and explore experience, achievements and career aspirations.
Capability and fit
We assess role-specific competence, leadership, motivation, resilience and organisational alignment.
Profiles and interviews
We present qualified candidates and manage interviews, testing, feedback and expectations.
Offer and integration
We support negotiation, counter-offers, resignation and a smooth start in the new organisation.
Our approach
How we headhunt
A disciplined direct-search method combines detailed briefing, specialist research, professional outreach and structured evaluation.
Understanding client needs
We clarify responsibilities, required outcomes, qualifications, culture and long-term strategic objectives.
Research and sourcing
We map the relevant sector and use professional networks, referrals and industry contacts.
Approaching candidates
We contact professionals discreetly and present the role through its real career and business value.
Screening and evaluation
We review achievements, conduct detailed interviews and use psychometric tools where appropriate.
Presenting candidates
We provide detailed profiles, interview observations and evidence supporting the recommendation.
Offer and negotiation
We align salary, benefits and employment terms while supporting both parties through closing.
Philosophy
The employer must also win the candidate
In direct search, proven professionals are not job applicants. A successful process presents the mission, responsibility and opportunity honestly so both parties can make an informed decision.
ConfidentialityDiscretion is a natural part of a serious headhunting process.
CommunicationOpen, two-way information and clear expectation management.
Real motivationCompensation matters, but it is part of a wider career perspective.
PartnershipA trusted professional relationship rather than a transactional introduction.
Headhunting topics
Useful resources
Further guidance on direct search, recruitment methodology and choosing the right approach for difficult appointments.
Advantages of headhunting →
Where direct search creates additional access, focus and confidentiality.
Choosing a recruitment partner →
Questions and criteria for selecting the right professional partner.
Why retained Executive Search →
When a retained model is appropriate for critical leadership appointments.
Horizons Executive Search →
Specialised search for C-suite, board and senior leadership roles.
Ready to hire?
Find your next high-impact professional
Tell us about the role and we will recommend the right direct-search approach.