If your network is too small to find a suitable executive, the most effective step is to engage a specialised executive search firm. They have extensive networks, sector knowledge, and the methodology to reach passive candidates you would never find through your own contacts. In this article, we answer the most frequently asked questions about what you can do when your own network falls short.
When is your own network insufficient for an executive hire?
Your own network is insufficient for an executive hire when your search profile is too specific, when the position requires confidentiality, or when you repeatedly fail to find suitable candidates through existing contacts. This is a common situation for senior leadership roles where the pool of actively searching candidates is particularly small. For organisations looking to strengthen their overall recruitment and selection process, a specialised partner offers real added value. Those specifically seeking top executives will find that executive search provides a targeted approach that goes well beyond your own network.
Most outstanding executives are not actively looking for a new role. They are satisfied in their current position, performing well, and not responding to job postings. In most cases, your own network only reaches people you already know or who happen to be available at the right moment. That is a structural limitation, not a personal shortcoming.
Other signs that your network is not sufficient:
- You receive few or no relevant applications after posting a vacancy
- The candidates you reach lack the required sector experience or seniority level
- The position requires discretion and cannot be communicated openly
- You are searching outside your own sector or geographic region
- Previous hires made through your own channels have not delivered the desired results
What alternatives exist when your own network falls short?
When your own network is too small for a search assignment, the main alternatives are: engaging an executive search firm, targeted headhunting via LinkedIn Recruiter, leveraging sector-specific events and alumni networks, or exploring internal mobility. Each alternative has a different reach and suitability depending on your profile and timeline.
An executive search firm offers the most complete alternative because it actively approaches the market, including passive candidates you cannot reach through other channels. LinkedIn Recruiter gives you greater visibility but requires internal recruitment expertise and a significant time investment. Sector-related networks such as trade associations or conferences are useful for long-term relationship building, but rarely suited to a concrete, urgent search assignment.
Internal mobility — allowing an existing employee to grow into a leadership role — is an option organisations sometimes underestimate. However, it requires a strong internal talent pipeline and is not always realistic when a specific external profile is needed.
How does an executive search firm differ from a standard recruiter?
An executive search firm operates fundamentally differently from a standard recruiter by proactively and discreetly approaching the market, rather than waiting for incoming applications. Where a traditional recruiter works with a job posting and a database, an executive search firm builds a targeted longlist through direct outreach to specific profiles.
The methodology differs in several ways:
- Proactive sourcing: candidates are actively approached, even when they are not looking
- In-depth screening: not only competencies, but also leadership style, values, and cultural fit are evaluated
- Confidentiality: the search can be conducted entirely discreetly, without a public job posting
- Market intelligence: you gain insight into salary benchmarks, talent availability, and competitive positioning
- Focused shortlist: instead of a pile of CVs, you receive a selection of genuinely relevant profiles with detailed supporting information
A specialised firm also takes full ownership of the process, from defining the search profile to the final negotiation. This makes it particularly valuable for positions where the hire is both strategically important and time-sensitive.
What are the risks of an executive hire without an external network?
Hiring an executive without access to a broad external network significantly increases the risk of a mismatch. You are then choosing from a limited pool of candidates, which means the best person for the role may never come into view. This raises the risk of a costly mis-hire at leadership level.
The concrete risks are:
- Limited candidate choice: you are not comparing the best candidates, but the available ones
- Longer time to hire: without the right channels, it takes longer to identify a strong profile
- Higher margin for error: a failed senior hire typically costs organisations several months’ salary in direct and indirect costs
- Reputational damage: a poorly managed executive hire can undermine internal trust
- Missed market insights: without an external perspective, you miss benchmark data on salary, availability, and competition
At leadership level, the consequences of a wrong hire carry far greater weight than at an operational level. An executive influences the strategy, culture, and performance of an entire department or organisation.
How do you choose the right executive search firm in Belgium?
You choose the right executive search firm in Belgium based on sector knowledge, local market expertise, transparency about the approach, and the quality of the candidate profiles they deliver. A firm that works generically across all sectors and levels offers less value than one with specific expertise in your domain. A specialised executive search partner with deep-rooted knowledge of the Belgian market makes a meaningful difference here.
Pay attention to the following criteria when making your selection:
- Local market knowledge: does the firm understand the Belgian context, including language legislation, salary benchmarks, and regional dynamics?
- Track record: does the firm have demonstrable experience with comparable profiles and sectors?
- Approach and transparency: does the firm clearly explain how the search process works and what methodology it uses?
- Quality over quantity: does the firm deliver a considered shortlist or a large volume of CVs?
- Long-term relationship: is the firm interested in your organisation as a whole, or only in filling the vacancy?
In the Belgian market, and specifically in Brussels and Flemish Brabant, local embeddedness plays an important role. A firm that knows the local talent market has a genuine advantage when it comes to reaching the right profiles. To stay informed about talent trends and executive search insights, you can also subscribe to the Skill&Will newsletter.
How long does an executive search take when your network is not sufficient?
An executive search takes on average between six and twelve weeks, depending on the complexity of the profile, the sector, and the availability of candidates. When your own network is not sufficient and an external firm is engaged, the process can move faster because the firm has immediate access to a broad network of relevant profiles.
The timeline is influenced by several factors:
- The specificity of the requested profile
- The degree of confidentiality required
- The availability of candidates in the market
- The speed of decision-making on the client side
- The complexity of the negotiation phase
A structured executive search typically unfolds in phases: intake and profile definition, active sourcing and outreach, screening and shortlist presentation, followed by interviews and negotiation. Each phase takes time, but an experienced firm monitors progress and keeps the timeline realistic.
How Skill&Will helps when your network is too small for the search
When your network is too small to find the right executive, Skill&Will offers a concrete and strategic solution. We combine more than fifty years of combined team experience with in-depth knowledge of the Belgian market to find even the most hard-to-reach profiles. Here is what we do for you:
- We build a targeted longlist through proactive and discreet outreach to passive candidates
- We screen not only on competencies, but also on leadership style, values, and cultural fit
- We deliver a focused, carefully considered shortlist with detailed candidate profiles rather than a pile of CVs
- We provide market intelligence on salary benchmarks and talent availability in your sector
- We manage the entire process, from profile definition to negotiation, with complete confidentiality
Skill&Will’s approach is not transactional. We invest time in understanding your organisation, your challenges, and your strategic goals, so that the match we make works over the long term as well. Ready to start the search for your next executive? Get in touch with us and we will discuss together how we can help you.
