| dhunter is someone who recruits people on behalf of | | | | management and executives, but usually and not |
| a company or corporation, usually a person who | | | | exclusively mid-level positions. They have extensive |
| works on contingency contracts. Generally they may | | | | contacts, sometimes globally, but usually local and |
| or may not work for an agency, but most of them | | | | thus have a much better grasp on what is going on |
| have many clients and act as a third party | | | | in their local area than regular recruiters. However, |
| representative. | | | | their procedures are not that much different from |
| Headhunters can act alone or work through an | | | | regular recruiters in that they do their candidate |
| agency as a form of independent type contractor | | | | searches, compile lists of potential candidates, |
| who liaises between companies or corporations | | | | interview candidates and forward the best of the |
| (clients) and the potential candidates for specific job | | | | group to their clients. |
| positions. They generally specialize only in relationships | | | | Headhunters, though most do not like the name as it |
| with their clients, searching for potential candidates or | | | | implies that they poach clients, which most modern |
| doing both. Most headhunters deal with either full-time | | | | ones do not do, are a form of executive recruiter |
| or permanent, contracted, directly hired, or a | | | | whose searches are more focused on local |
| combination of all types of positions. Their main | | | | candidates than global ones. They use similar methods |
| source of research is usually done online. | | | | to regular recruiters, but they work generally with |
| Contract work headhunters (hourly pay with | | | | less specified criterion for job positions for their many |
| temporary assignments) divide their work into 2 | | | | clients and generally make database lists of potential |
| groups, including finding new clients and bringing in | | | | candidates that are both well-suited and possibly |
| new work, and also candidate recruitment. Both | | | | suited for the jobs concerned. Though a lot of |
| consulting and staffing companies generally use | | | | headhunters deal mainly with mid-level management |
| headhunters because the nature of their work is | | | | and/or executive positions, some do cover a much |
| contractual in nature. Most headhunters doing | | | | broader range. They include two types, those |
| contract work are paid via a salary, but only get a | | | | covering contract workers or those candidates that |
| bonus or commission based on the percentage of | | | | will be paid wages for positions that are usually |
| placements made. | | | | temporary, attracting mainly consulting and staffing |
| Full-time job headhunters are the most common | | | | companies in their area, and full-time and permanent |
| form. However, it is interesting that the term | | | | workers or those candidates that will go onto salaried |
| headhunter is not a term that most of them like. | | | | positions in companies ranging from small businesses |
| Usually headhunters have a high level of knowledge | | | | to large corporations. Generally speaking though, |
| of their industry and specialize in one sense, but use | | | | headhunters are contingency executive recruiters and |
| a broader spectrum in another. They can place ads or | | | | work for salaries with bonuses for their placements, |
| inquiry calls without the use of individual knowledge | | | | unlike the retainment executive recruiters who are |
| of the person they are contacting, outside of their | | | | paid on a fee basis only. Most companies do prefer |
| job position or basic background. Their search is more | | | | to work with retainment executive recruiters versus |
| generalized than regular recruiters in that they look | | | | headhunters or contingency recruiters simply because |
| for basic criterion in job roles and match them up | | | | they are considered to be much more reputable, |
| with a wide variety of candidates versus more | | | | detail orientated and research candidates based on |
| exacting fits. In fact, as headhunters generally work | | | | much more specific criterion to find the best fit for |
| in a multitude of agencies or go solo occasionally, | | | | client job positions, including specified qualifications, |
| they have received their name in the past because | | | | experiences, skill sets, ability to work in a |
| they used to poach clients away from agencies. | | | | client’s specific work environment and bring |
| Also, headhunters deal with varied levels of | | | | far more assets to the workplace. |