Professional Headhunting
Direct and confidential approach to high-caliber professionals working in competitive or relevant organizations. The employing party is the active side — proactively searching and offering opportunities to the best professionals in the industry.
What is headhunting
A proactive approach
The logic of headhunting is the opposite of standard selection — where the focus is on “filtering the weed” and employers are reactive. Here the employing party is the active side. The headhunter proactively searches and offers opportunities to the best professionals in the industry.
The focus is on discovering potential sources, identifying the right professionals, and inspiring chosen candidates via elegant career management — offering opportunities for change according to their expectations.
When this methodology is applied to top level positions it is called Executive Search. The executive search assignments are delivered by our high-end consultancy practice — Horizons Executive Search.
When headhunting is suitable
Top, senior, and middle management roles — requiring candidates with the right skill set, leadership qualities, and ability to drive organizational change.
Defined and unique skills — when a position demands highly specialized skills or a rare blend of experiences not readily available in the general job market.
Defined sourcing base — when there is a clear understanding of where potential candidates are likely to be found — specific industries, companies, or locations.
Attract best talent — companies looking to secure the very best talent, seeking individuals who are not just qualified but the best fit for culture and strategic goals.
Content of the service
Industry expertise — knowledge of the market, valuable contacts at every level, and awareness of current trends affecting business and hiring objectives.
Research & planning — market analysis and internet research, developing a road map of companies and individuals from contacts, referrals, and existing network.
Candidate contact — identification and confidential contact of potential candidates to ascertain competencies, career achievements, and future aspirations.
Qualifying candidates — interviewing and assessing final stage candidates on leadership, motivation, tolerance under stress, and other key role aspects.
Presenting the short list — discussing shortlisted individuals in detail to determine suitability and understand career aspirations before engaging the interview process.
Interview process & offer negotiation — facilitating expectations at interview and offer stage, assisting with psychometric testing, pre-closing for the successful hire.
Resignation & transition — counsel and facilitation regarding salary terms, resignation issues, and counter offers for a successful transition.
Assignment review — debrief on the project, discuss Management Report Document, and establish areas for improvement and criteria for future assignments.
How we headhunt
Understanding client needs
Detailed understanding of job role, responsibilities, and qualifications. Insight into organizational culture and long-term strategic goals to align candidate expertise with objectives.
Research & sourcing
In-depth industry research, talent mapping within the client’s sector, and leveraging a wide network of industry contacts and professional associations to source candidates.
Approaching candidates
Confidential and professional outreach to candidates not actively seeking new opportunities — presenting the role compellingly and highlighting career advancement possibilities.
Screening & evaluation
Initial screening of resumes and career achievements, comprehensive interviews to evaluate experience and cultural fit, and psychometric testing where appropriate.
Presenting candidates
Detailed candidate profiles including interview notes and assessments. Coordinating client interviews and providing support and feedback to both parties.
Offer & negotiation
Assisting in negotiating salary, benefits, and employment terms. Presenting the formal job offer and addressing any concerns the selected candidate may have.
Useful resources
Find your next top talent
Tell us about the role and we’ll take it from there.