What makes a headhunter good? – according to me

Filling a high-profile position, e.g. in the C-Suite, is a delicate task and often (rightfully so) involves a headhunter / executive search company. For the company that needs to fill the position, in case they don’t already have a go-to-consultant, that means they have to find a good headhunter to help them. Often they ask themselves: how do I know who’s a good headhunter and who isn’t? What are the characteristics of quality there? Is it the price? Is it the size? Or is it the profile?

Helping to set the scope

Well, it’s kind of all of the above. And more. But it usually isn’t just one of these criteria. It’s a mix of them and much more importantly: it’s personal. It’s not possible to decide “from the outside”. The future client needs a personal meeting and needs to get an understanding of how the headhunter is approaching the project. Does he understand the position? Does he understand the company? Is he helpful with a realistic approach and setting the scope for the search? Is he an asset in the process of setting it all up?

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