The difference between executive recruitment and a headhunter really comes down to how they work and what they’re focused on. Both are similar recruitment approaches but with subtle differences.
Executive Recruitment
Let’s start with executive recruitment. This is a more planned and strategic process, usually handled by firms that specialise in finding top-level leaders, like CEOs or senior managers. They’re not just looking to fill a job quickly—they’re trying to find someone who’s the perfect fit for the company’s culture and long-term goals.
These recruiters typically work on what’s called a “retained search,” which means the company pays them upfront to dedicate their time to finding the right person. They’ll spend a lot of time learning about the company, its values, and what kind of leader they really need. It’s a slower process, but it’s all about getting it right, not just getting it done.
“Our job is to bring the most suitable candidates to the table. We provide the client a map of the local candidate market, they can see our work, and then we work towards a suitable shortlist,” says Nathan de Jong, APAC Regional Manager at Globe 24-7.
An example of this is Dundee Precious Metals (DPM) searching for a Country Manager for their Timok Gold Project in Serbia. You can read about that example of Executive Recruitment here.
Headhunting
Now, headhunting is a bit different. A headhunter is more like a talent scout. They focus on finding specific candidates for specific jobs—often people who aren’t even looking for a new job. Their goal is to connect the company with someone great, but the process is usually faster and more direct.
Headhunters are often paid on what’s called a “contingency” basis, which means they only get paid if the company hires the person they found. Because of that, headhunters tend to move quickly and focus on getting results. It’s less about long-term strategy and more about solving an immediate need.
Headhunting might involve finding niche roles that are hard to fill at any level, not just leadership positions. For example, geologists, metallurgists or engineers with specialised mining experience.
The key difference
The easiest way to think about it is this: executive recruitment is about helping companies find the right leader for their future, while headhunting is more about helping them fill a position right now. Both are valuable, but they’re designed for different situations.
For further explanation of what executive search is, read this article.
