A headhunter is the right choice when a leadership position is too important to leave to chance. That applies to roles where the wrong decision has direct consequences for the strategy, culture, or continuity of your organisation. In this article, we answer the most frequently asked questions about headhunting, so you know when and how to take the step.
What is the difference between a headhunter and a regular recruiter?
A headhunter actively targets candidates who are not looking for a new job, while a regular recruiter typically works with people who put themselves forward through an advertisement or platform. The difference lies in the approach: a headhunter goes out into the market, while a recruiter waits for the market to come to them.
A traditional recruiter manages vacancies, screens applicants, and assesses who best fits an open position. That works well for roles where there are enough active candidates. But for leadership positions, that is rarely the case. The best people are already somewhere, performing well, and will only move if the proposition is compelling enough. If you are also considering professional support for other roles, recruitment and selection through a specialised agency can be a valuable addition.
A headhunter, also known as an executive searcher, operates under a different mandate. They proactively identify who the right person is for a specific role, approach that person discreetly, and build a conversation based on trust. This requires in-depth market knowledge, a strong network, and the ability to persuade people who are not necessarily looking. For organisations seeking top-level executives, executive search is the most targeted and effective approach.
For which positions do you use a headhunter?
You use a headhunter for positions where the impact of the appointment is significant and the pool of suitable candidates is small. Think of C-level roles, board members, business unit managers, and other senior positions that require specific expertise, leadership experience, or a combination of both.
Typical examples include:
- CEO, CFO, COO, and other C-suite positions
- General director or managing director
- HR director, commercial director, or operations director
- Division or business unit managers with strategic responsibility
- Specialised leadership roles in niche sectors
What all these positions have in common is that they cannot easily be filled through a standard advertisement. The candidates you are looking for are not actively searching. They are visible in their sector, but not reachable through the usual channels.
When is a headhunter the better choice over a job advertisement?
A headhunter is the better choice when a job advertisement structurally delivers too few or insufficiently relevant candidates, when discretion is required, or when the position is so specific that the target group does not actively apply. In those situations, an advertisement simply does not solve the problem.
Concrete signals that a headhunter is the right path:
- Confidentiality: You are replacing a current executive or do not want competitors to know that you are filling a key position.
- Scarce profiles: The combination of competencies you are looking for is rare on the market.
- Time pressure: You cannot afford to wait months for the right candidate.
- Previous failed hires: An earlier search through advertisements did not deliver the desired result.
- Strategic impact: The role has a direct influence on the direction of the organisation.
A job advertisement is reactive. You wait to see who comes forward. A headhunter is proactive. They go in search of who you need, regardless of whether that person is actively looking.
How does an executive search work in practice?
An executive search proceeds through clearly defined phases: from a thorough intake and market analysis to active outreach, careful selection, and support during negotiations. The process is more intensive than a standard recruitment trajectory, but it also delivers a far more targeted shortlist.
The steps in a typical executive search process:
- Intake meeting: The headhunter immerses themselves in your organisation, the role, the required competencies, and the cultural context. Without this foundation, any search is destined to fall short.
- Market analysis: A map is drawn of who the relevant candidates are in the market, which companies they work for, and what the competitive landscape looks like.
- Active outreach: Candidates are contacted discreetly. This requires a strong proposition and the ability to initiate a conversation built on trust.
- Selection and assessment: Interested candidates are thoroughly screened on competencies, motivation, and fit with the organisation.
- Shortlist and presentation: You receive a limited number of candidate profiles, each with an in-depth explanation of why they are a strong match.
- Support through to hire: The headhunter provides support during interviews, negotiations, and onboarding.
The full process typically takes six to twelve weeks, depending on the complexity of the role and the availability of suitable profiles on the market.
What does engaging a headhunter cost?
The cost of a headhunter is typically calculated as a percentage of the gross annual salary of the hired candidate, usually between 20% and 33%. For a senior profile with an annual package of €120,000, that means a fee of €24,000 to €40,000.
Some agencies work with a fixed fee per assignment, while others use a split model in which part of the fee is invoiced at the start and the remainder upon successful placement. The exact structure varies by partner.
It is important to put that cost in perspective. A poor hire at director level typically costs an organisation many times the recruitment fee: lost productivity, re-recruitment, damage to team dynamics, and sometimes client relationships as well. Investing in a quality executive search is a risk management measure, not a luxury.
How do you choose the right headhunter for your organisation?
You choose the right headhunter based on three criteria: sector knowledge, local market expertise, and the way they conduct the conversation with you. A headhunter who does not know your sector or understand your market will not be able to find relevant candidates.
Pay attention to these elements when making your selection:
- Sector experience: Does the headhunter have demonstrable experience in your industry or with comparable roles?
- Local networks: Do they know the Belgian market, including the specific dynamics in Brussels and Flemish Brabant?
- Approach and transparency: Does the headhunter clearly explain how the process works, who the candidates are, and how the selection is made?
- Quality over quantity: Do they work with a targeted shortlist, or do they cast a wide net?
- References: Can the headhunter provide concrete examples of similar assignments?
A good intake conversation says a great deal. If the headhunter asks more questions than they answer in that first meeting, that is a positive sign. It means they understand that context is decisive for the outcome. If you also want professional support for broader staffing needs, recruitment and selection through a specialised agency provides a solid foundation.
How we help you find the right leader
At Skill&Will, we combine more than 50 years of combined team experience with in-depth knowledge of the Belgian market. Our approach to executive search is strategic and discreet, focused on the right match rather than filling a vacancy as quickly as possible. Here is what you can expect from us:
- A thorough intake in which we get to know your organisation, culture, and strategic goals
- Active outreach to candidates who are not actively looking, through our network and market analysis
- A targeted shortlist with in-depth candidate profiles — not a stack of CVs
- Support from the first conversation through to the final hire and onboarding
- Complete discretion, including in the case of confidential replacements
Would you like to know whether executive search is the right step for your organisation? Get in touch and we will discuss together what your situation calls for.
