When advertising is insufficient
Passive candidates may be satisfied and not monitor vacancies. Executive, rare or confidential roles require active outreach. Direct search, however, cannot repair an unattractive proposition or unrealistic requirements.
Building a market map
Before outreach, identify target companies, adjacent sectors and alternative career paths. Mapping prevents an overly narrow focus on obvious competitors and reveals market size. It evolves as conversations provide new evidence.
A first message that is not spam
Explain why the person’s experience is relevant, the scale of the challenge and why a conversation may be useful. Do not disguise mass outreach as personal. If the company name is confidential, provide enough context for informed consent to continue.
From interest to assessment
The first contact is not an interview. Start with openness and basic conditions, then explore motivation, competence and expectations. Respectful pacing and accurate information protect the client’s reputation even when the candidate declines.
Practical checklist
- A reason for direct search
- Target-market map
- A personal reason for outreach
- Confidentiality rules
- Assessment after interest is established
Frequently asked questions
Is headhunting always more expensive?
It requires more research and personal work, so the model and price depend on vacancy complexity.
Can competitors’ employees be contacted?
Yes, when communication is legal, ethical, does not use restricted data and respects the person’s decision.