A headhunter identifies people in similar roles at other organisations, often through professional networks, LinkedIn, industry events and referrals, then contacts them directly with a specific opportunity. Most are not actively looking, so the first conversation is about interest rather than assessment. Headhunting is common for senior, specialist and hard-to-fill roles, and is carried out by in-house teams as well as agencies.
Approached candidates did not choose to apply, so they expect a tailored pitch, discretion about their current employer and a quick, respectful process. Over-reliance on personal networks can narrow the range of people approached. Mapping the market widely, keeping records of who was approached and why, and assessing headhunted candidates against the same criteria as applicants help keep the search fair.