We are an international recruitment agency, specialising in marketing executive search Europe. With over 20 years’ experience of placing commercial leadership candidates in businesses based within European markets, we are the marketing executive search firm for you.
- Q: How much does it cost to use a headhunter?
- A: A headhunter will usually charge a fixed percentage of the placed candidates total package, including salary and bonuses. This percentage is usually between 25-30%. The way the headhunters usually charge is a third of the fee on engagement of the headhunters services, a third on shortlist of the candidates and a third on placement of the candidate into the business. This retained way of recruitment allows headhunters the time to complete market mapping exercises, deep research into candidate and time to properly engage candidates in the available role.
- Q: Is it worth it to hire a headhunter?
- A: There are many benefits to hiring a headhunter: 1) Speed. If your senior level vacancy is time critical, a headhunter will be able to fill the role much quicker than your business could internally or by using a contingency recruitment method. 2) It frees up time within your internal recruitment team to focus on other roles that are easier to fill – junior to mid management level. 3) The headhunter that you select should have functional experience in the specific, niche domain that you are operating in. If you need a Chief Marketing Officer, employ a specialist marketing headhunter who already knows the market, the candidate base and what good looks like. 4) Headhunters can attract a wider pool of talent to your business. Senior talent expects to be contacted by a headhunter rather than directly.
- Q: What's the difference between headhunter and recruiter?
- A: We often get asked what the difference is between headhunting and recruitment. For senior and executive level roles, a business often engages a headhunter rather than a traditional recruiter. A headhunter scours the candidate network already known to them, also identifying ‘passive’ candidates through market mapping and in-depth research – those candidates that possess the right domain experience, leadership qualities and personal qualities but are not ‘active’ in the market, i.e., they are not looking for a new job or have applied to your open vacancy. A headhunter will be paid a percentage of their fee upfront. An organisation may look towards a traditional recruiter when they are looking to make a new hire or have a series of vacancies at the junior to mid end of management, but lack the time and resources to complete the hiring process from end-to-end. A recruiter will be engaged, often on a contingency recruitment basis, where the business only pays on placement of a candidate put forward by the agency