How to Run an Executive Job Search (Part 3): Working with Headhunters
Episode Summary
Behind every major career move is a recruiter who knows how to connect the right leader to the right opportunity. In the final installment of their three-part executive job search series, Dan Hampton and Gerard Miles take you inside the world of executive search, breaking down how it really works and how senior leaders can build lasting, productive relationships with headhunters. They explain the difference between retained and contingent search, how to identify firms that specialize in your space, and what to say when a recruiter reaches out. The conversation also covers crafting a concise follow-up that makes you easy to advocate for, staying visible in recruiter databases, and how transparency and consistency strengthen your professional reputation.
Key Takeaways
- Understand the difference between retained and contingent search — retained firms like Mission One work exclusively on a search and invest deeply in research, while contingent firms work on multiple roles simultaneously.
- Identify recruiters who specialize in your specific function, industry, and company stage — a generalist recruiter won't have the depth of relationships needed for senior roles.
- When a recruiter reaches out, respond promptly and professionally even if the timing isn't right — building goodwill creates future opportunities.
- Craft a clear, concise follow-up message that makes it easy for a recruiter to represent you: your current role, what you're looking for, and what makes you distinctive.
- Stay searchable and visible in recruiter databases by keeping your LinkedIn current and engaging with industry content consistently.
Topics Discussed
Frequently Asked Questions
What is the difference between retained and contingent executive search?
As explained by Mission One founders Dan Hampton and Gerard Miles, retained search firms are engaged exclusively on a search with an upfront commitment, investing deeply in research and candidate mapping. Contingent firms work on multiple roles simultaneously and are only paid if they make a placement. For senior executive roles, retained search is typically the more thorough and effective model.
How should executives build relationships with headhunters?
Mission One advises responding to recruiter outreach promptly and professionally, even if the timing isn't right. Send a clear follow-up that summarizes your current role, what you're looking for, and what makes you distinctive. Stay visible by keeping your LinkedIn updated and engaging with industry content. Build these relationships before you need them.
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