When it comes to executive-level staffing, there are two main types of recruitment professionals that companies work with: executive headhunters and executive recruiters. Both provide similar services, but there are some key differences between the two that organizations should be aware of.
In this article, we talk about similarities and differences between executive headhunters and executive recruiters. By the end, you’ll have a good understanding of how these two types of recruiters differ and which one might be a better fit for your organization’s needs.
What Is an Executive Headhunter?
An executive headhunter proactively seeks out high-level talent for their clients. They typically have a large network of contacts in their industry and are experts at finding the best candidates for open positions. In addition, executive headhunters often have a good understanding of the executive job market and can provide helpful insights to their clients.
What is an Executive Recruiter?
An executive recruiter is someone who works with companies to fill executive-level positions. Unlike executive headhunters, executive recruiters typically only work with candidates actively looking for new opportunities. Executive recruiters typically have a smaller network than executive headhunters, but they make up for it with their in-depth knowledge of the executive job market.
Similarities Between Executive Headhunters and Executive Recruiters
Executive headhunters and executive recruiters are both types of professional recruitment service providers. They both help companies find the right candidates for high-level positions.
Here are some similarities between executive headhunters and executive recruiters:
- Both are paid by the hiring company, not by the candidate.
- Both types of firms typically specialize in recruiting for a particular industry or function.
- Both typically use a similar process to identify candidates, which includes conducting interviews, reference checks, and background checks.
- Both types of firms typically provide their clients with a guarantee, which means that if the candidate leaves the company within a certain time frame, the firm will replace them free of charge.
- Both executive headhunters and executive recruiters typically work on a contingent basis, meaning they only get paid if they successfully place a candidate in a position.
Differences Between Executive Headhunters and Executive Recruiters
While executive headhunters and executive recruiters share some similarities, there are also some key differences. Here are some of the most notable:
- The size of their network: Executive headhunters typically have a larger network than executive recruiters. This is because executive headhunters proactively seek out candidates, while executive recruiters typically only work with candidates actively looking for new opportunities.
- Their focus: Executive headhunters typically focus on finding the best talent for their clients, regardless of whether the candidates are actively looking for new opportunities. On the other hand, executive recruiters typically only work with candidates who are actively looking for new opportunities.
- The fees they charge: Executive headhunters typically charge higher fees than executive recruiters. This is because they often provide additional services, such as market insights and advice on compensation packages.
- The guarantee they offer: Executive headhunters typically offer a longer guarantee than executive recruiters. This is because executive headhunters are typically more confident in their ability to find the best talent for their clients.
- The type of positions they fill: Executive headhunters typically fill executive-level positions, while executive recruiters can fill a variety of positions, including executive-level positions.
Of course, there are always exceptions to these generalizations. But in general, these are the five key differences between executive headhunters and executive recruiters.
Which is Right for Your Organization?
The answer to this question depends on your organization’s needs. If you’re looking to fill a specific key-level position quickly, then an executive headhunter might be a good option. However, if you’re looking to fill multiple executive-level positions, then an executive recruiter might be a better choice.
Other factors you have to consider include your organization’s budget and the amount of time you have to fill the position, as well as the type of candidate you’re looking for.
If you’re still not sure which type of recruiter is right for your organization, ask yourself or your team the following questions:
- Do you need to fill one executive-level position or multiple executive-level positions?
- Do you need to fill the position quickly?
- Do you have a specific executive in mind?
- Do you want to work with a firm that specializes in your industry or function?
- Do you want to work with a firm that has a guarantee?
- Are you willing to pay a percentage of the executive’s first-year salary?
The answers to these questions will help you determine whether an executive headhunter or executive recruiter is right for your company.
Need help finding the right executive for your organization? Recruiterie is a professional staffing and executive search firm that specializes in finding top talent for companies of all sizes. We have a team of expert recruiters who can help you find the right people with the right skills and culture fit for your organization.
Recruiterie has been helping companies find top executive talent for years. We have a proven track record of success and a network of executive-level candidates that is unrivaled in the industry. Contact us today to learn more about how we can help you find the right executive for your company.