Recruiters and headhunters both connect candidates with jobs, but they operate differently. Recruiters work for staffing agencies or corporate HR teams, filling roles across all levels (mostly entry to mid-level). Headhunters are executive search professionals who target senior leaders and C-suite executives, often approaching passive candidates who aren't job hunting. Both are paid by employers, never by candidates. The key difference: recruiters fill volume, headhunters fill strategic positions.
- The actual difference between a recruiter and a headhunter
- How each gets paid and what that means for you as a candidate
- When to work with a recruiter vs when you need a headhunter
- How to get on a headhunter's radar for executive roles
- How to become a headhunter: the career path and what it takes
- AI tools and technology headhunters use to find executives
- Red flags to watch for when working with either
Quick Answers
What is the difference between a recruiter and a headhunter?
Recruiters fill positions across all levels, often working on multiple roles simultaneously for staffing agencies or corporate HR. Headhunters specialize in executive search, targeting senior leaders (VP+, C-suite) and approaching passive candidates who aren't actively job hunting.
Do headhunters charge candidates a fee?
No. Headhunters are paid exclusively by the hiring company, typically 25-35% of the placed executive's first-year salary. Any 'headhunter' asking you for money is a scam. Legitimate executive search professionals never charge candidates.
How do I get noticed by headhunters?
Build a strong LinkedIn presence with accomplishments (not just job duties), develop a reputation in your industry through speaking or publishing, and network with executives who've worked with search firms. Headhunters find candidates through referrals and research, not job applications.
Should I use a recruiter or apply directly?
Both. Recruiters can give you access to roles not publicly posted and advocate for you with hiring managers. But direct applications show initiative. The best strategy is to apply directly AND build relationships with recruiters in your industry.
The terms "recruiter" and "headhunter" get thrown around interchangeably, but they're not the same thing.
Understanding the difference matters because it affects how you approach your job search. A recruiter might help you land your next role at any level. A headhunter typically won't talk to you until you're a VP or above — and even then, they contact you, not the other way around.
Both work for employers. Neither works for you. But knowing how each operates helps you navigate the job market more effectively.
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Learn how Careery can help youWhat Is a Recruiter?
- Recruiter
A professional who identifies, screens, and presents candidates to fill job openings. Recruiters work either for staffing agencies (agency recruiters) or directly for companies (corporate/in-house recruiters). They handle roles across all experience levels, from entry-level to senior positions.
Recruiters are the workhorses of the hiring industry. They manage job postings, source candidates, conduct initial screenings, and coordinate interviews. Most companies rely on recruiters — either internal or external — to manage their hiring process.
Types of Recruiters
How Recruiters Find Candidates
Recruiters use multiple channels to find talent:
- Job boards: Indeed, LinkedIn, ZipRecruiter, industry-specific sites
- LinkedIn sourcing: Searching profiles and sending InMails
- Applicant tracking systems: Reviewing incoming applications
- Referrals: Asking existing networks for recommendations
- Resume databases: Searching pools of pre-submitted candidates
Recruiters handle volume hiring across all levels. They work either for one company (corporate) or multiple clients (agency). Most job seekers will interact with recruiters, not headhunters.
What Is a Headhunter?
- Headhunter
An executive search professional who specializes in recruiting senior-level leaders — typically VP, C-suite, and board positions. Headhunters proactively approach passive candidates (those not actively job searching) rather than waiting for applications. The term comes from "hunting heads" — targeting specific talented individuals.
Headhunters operate differently from regular recruiters. They don't post jobs and wait for applicants. Instead, they research the market, identify top performers in specific roles, and approach them directly — even if those executives are happily employed elsewhere.
How Executive Search Works
Executive search firms (where headhunters work) typically use one of two models:
Retained Search:
- Client pays upfront fee (typically 1/3 of estimated compensation)
- Additional payments at milestones (1/3 at candidate shortlist, 1/3 at placement)
- Exclusive engagement — only one firm works the search
- Used for C-suite, board members, and critical senior roles
- Search takes 3-6 months on average
Contingency Search:
- Firm only gets paid if candidate is hired
- Multiple firms may work the same role
- More common for VP-level and below
- Faster but less thorough process
The Association of Executive Search and Leadership Consultants (AESC) represents the top executive search firms globally. AESC member firms are vetted for ethical practices and professional standards. When working with a headhunter, checking AESC membership is one indicator of legitimacy.
What Headhunters Look For
Headhunters aren't filling jobs — they're filling strategic positions that can make or break companies. They look for:
- Track record of results: Measurable achievements, not just job titles
- Industry expertise: Deep knowledge of a specific sector
- Leadership experience: Managing teams, P&L responsibility, board experience
- Executive presence: Communication skills, strategic thinking, ability to represent the company
- Network and reputation: Known and respected in their field
- Cultural fit: Alignment with client company's values and leadership style
Headhunters are executive search specialists who pursue passive senior candidates. They work on fewer, higher-stakes searches and build long-term relationships with executives throughout their careers.
Key Differences: Recruiter vs Headhunter
The Language Difference
In practice, these terms overlap:
- "Recruiter" is the broad term for anyone who fills jobs professionally
- "Headhunter" traditionally means executive search, but is sometimes used loosely for any recruiter who approaches candidates directly
- "Executive recruiter" usually means someone specializing in senior roles
- "Talent acquisition" is the corporate term for internal recruiting
When someone calls themselves a headhunter, ask what level of roles they typically fill. A "headhunter" working on $50,000 sales roles is really just an agency recruiter using a fancier title.
Who Pays: Understanding the Money
Both recruiters and headhunters are paid by employers. Never by candidates.
How Recruiters Get Paid
Agency recruiters earn commission when their candidates get hired:
- Placement fee: 15-25% of candidate's first-year salary
- Example: Place a $100,000 role = $15,000-$25,000 to the agency
- Recruiter typically earns 10-20% of that fee as personal commission
- Some agencies use salary + lower commission models
Corporate recruiters receive a salary plus potential bonus:
- Base salary: $50,000-$120,000 depending on seniority
- Bonus: 5-15% based on hiring metrics
- No direct commission per placement
How Headhunters Get Paid
Retained search (most executive searches):
- 1/3 of estimated total compensation upfront
- 1/3 at candidate shortlist presentation
- 1/3 at successful placement
- Total: Usually 25-35% of first-year compensation
- For a $500,000 CEO role, the fee is $125,000-$175,000
Contingency executive search:
- Fee only paid if candidate is placed
- 20-30% of first-year salary
- Less common for true C-suite roles
Never Pay to Work With a Recruiter
- Legitimate recruiters and headhunters are always paid by employers
- Any 'recruiter' asking you for money is running a scam
- Resume services or career coaching are different — those may legitimately charge fees
- Executive search firms never charge candidates for placement services
What This Means for You
Since recruiters are paid by employers, their incentives are aligned with filling roles, not with finding you the perfect job. This isn't malicious — it's just business.
Implications:
- Recruiters may push you toward roles that aren't ideal fits
- They're motivated to close quickly (their commission depends on it)
- They can't negotiate as aggressively for your salary (higher salary = harder to close)
- They represent the company's interests, not yours
Understanding this dynamic helps you work with recruiters effectively while protecting your own interests.
When to Use a Recruiter vs Headhunter
When to Work With a Recruiter
Recruiters are your best resource when:
- You're actively job searching at entry to senior levels
- You want access to roles not publicly posted
- You need help navigating application processes
- You're open to contract or temp-to-perm opportunities
- You want someone advocating for you with hiring managers
- You're exploring a new industry or location
When You Need a Headhunter
Headhunters become relevant when:
- You're at VP level or above
- You're seeking C-suite, president, or board positions
- You're a passive candidate not actively looking
- You're making a strategic career move between major companies
- Compensation packages involve significant equity or complexity
- Confidentiality is critical (you can't be seen job hunting)
The Reality for Most Job Seekers
Most professionals will interact with recruiters throughout their careers. Headhunters become relevant only when you reach senior leadership levels — and even then, they typically approach you, not the other way around.
The best time to connect with recruiters is when you're not job hunting. Building relationships when you're employed and content means you'll have advocates when opportunities arise or when you're ready to move.
How to Get on a Headhunter's Radar
Headhunters don't wait for resumes. They research and identify the executives they want to approach. Here's how to become someone they find:
Build a Strong LinkedIn Presence
Headhunters live on LinkedIn. Your profile should showcase accomplishments with metrics, not just job descriptions. Include board roles, speaking engagements, publications, and industry recognition. Make it easy for executive search professionals to understand your impact.
Develop Industry Visibility
Speak at conferences. Publish articles or thought leadership. Get quoted in industry media. Headhunters track who's making noise in specific sectors. The executives who get approached are the ones who are visible and respected.
Network With Other Executives
Headhunters ask executives for referrals. "Who's the best CFO you've worked with?" The recommendation networks of senior leaders are where search firms start their research. Being known and respected by other executives puts you on the map.
Respond Professionally When They Call
Even if you're not interested in a specific opportunity, always take the call and be helpful. Recommend other candidates. Share market insights. Headhunters remember professionals who are gracious — and they'll call again with better opportunities.
Register With Executive Career Services
Platforms like BlueSteps (run by AESC) connect executives with vetted search firms. These services don't guarantee placement but increase visibility to legitimate headhunters.
Getting noticed by headhunters requires visible expertise — not just a strong resume. If you want to accelerate your visibility in Google, AI answers (ChatGPT, Claude, Perplexity), and LinkedIn without constant posting, check out our Personal Brand Package. We handle the research, writing, and distribution so you show up where headhunters look.
How to Become a Headhunter
Interested in the headhunter career path? Executive search is a lucrative field for professionals who combine sales skills with deep industry expertise.
Most headhunters don't start in executive search — they build recruiting fundamentals first. If you're new to recruiting, start with our comprehensive guide: How to Become a Recruiter. For tech-focused recruiting, see How to Become a Technical Recruiter.
The Typical Path Into Executive Search
Most headhunters don't start in executive search — they transition from related fields:
Start in Agency Recruiting
The most common path is to spend 2-5 years at a staffing agency learning the fundamentals: sourcing, candidate assessment, client management, and deal closing. Agency recruiting teaches you volume, resilience, and the business model of recruiting.
Specialize in an Industry or Function
Executive search firms value deep expertise. Pick a vertical (technology, healthcare, financial services, consumer) or a function (CFO, CHRO, board directors) and become the expert. Read industry publications, attend conferences, build a network.
Join an Executive Search Firm
Apply to retained search firms — either large global firms (Korn Ferry, Spencer Stuart, Heidrick & Struggles, Russell Reynolds, Egon Zehnder) or boutique firms specializing in your niche. Entry-level roles are typically "Research Associate" or "Associate."
Progress Through the Ranks
Career progression in executive search:
- Research Associate (0-2 years): Candidate identification and initial outreach
- Associate/Senior Associate (2-5 years): Running parts of searches, candidate interviews
- Principal/Engagement Manager (5-8 years): Leading searches with supervision
- Partner/Managing Director (8+ years): Owning client relationships, business development
What Makes a Great Headhunter
The best executive search professionals share common traits:
- Relentless curiosity: They genuinely want to understand industries, companies, and people
- Exceptional listening: They hear what clients and candidates actually need (not just what they say)
- Long-term thinking: They build relationships for decades, not transactions
- Discretion: They handle confidential information with absolute trust
- Business acumen: They understand P&L, strategy, and what makes executives successful
- Sales ability: They can close candidates and clients alike
Becoming a headhunter requires patience — most professionals spend years building the expertise and relationships needed for executive search. Start in agency recruiting, develop deep industry expertise, then transition to a search firm.
Tools Headhunters Use
Executive search has been transformed by technology, especially AI. Here's what modern headhunters use to find and assess executives.
Core Technology Stack
AI Tools Transforming Executive Search
According to AESC research, AI is rapidly reshaping how headhunters work:
AI for Candidate Sourcing:
- LinkedIn AI features: Improved search, candidate recommendations
- AI-powered sourcing tools: Findem, HireEZ, SeekOut for finding passive executives
- Natural language search: Describing ideal candidates in plain language vs. boolean strings
AI for Research and Analysis:
- Company research: AI summarizing annual reports, news, competitive landscapes
- Candidate assessment: AI analyzing public information about executives
- Market mapping: AI identifying all executives in a specific role/industry
AI for Outreach and Communication:
- Personalized messaging: AI drafting tailored outreach based on candidate research
- Meeting prep: AI summarizing candidate background before calls
- Report generation: AI drafting candidate presentations for clients
Despite AI advances, executive search remains fundamentally relationship-driven. AI handles research and analysis, but the core of headhunting — understanding what makes leaders successful and building trusted relationships — requires human judgment.
ChatGPT and Generative AI for Headhunters
Headhunters increasingly use ChatGPT and similar tools for:
- Boolean string generation: "Create a LinkedIn search string for CFOs in healthcare with PE experience"
- Research summarization: "Summarize this executive's career trajectory and key accomplishments"
- Outreach drafting: "Write a personalized LinkedIn message for a CMO at a Fortune 500 company"
- Interview preparation: "What questions should I ask a VP of Engineering about their experience with AI transformation?"
- Market analysis: "What are the top challenges facing retail CFOs in 2026?"
We've compiled 50+ ready-to-use ChatGPT prompts for recruiters and headhunters — covering boolean search, outreach, job descriptions, and more. Check out our ChatGPT Prompts for Recruiters guide.
The Human Element Remains Critical
Technology handles:
- ✅ Finding candidates
- ✅ Research and data gathering
- ✅ Scheduling and coordination
- ✅ Initial screening at scale
Technology cannot replace:
- ❌ Assessing cultural fit and leadership style
- ❌ Understanding client politics and unspoken needs
- ❌ Convincing a happy executive to consider a move
- ❌ Negotiating complex compensation packages
- ❌ Building trust over years of relationship
AI is making headhunters more efficient, but the core skills — relationship building, assessment, and closing — remain irreplaceable. The best headhunters use AI as a tool while doubling down on human judgment.
Working With Recruiters Effectively
Whether you're engaging with agency recruiters or corporate talent acquisition teams, these principles help you get better results:
Be Clear About What You Want
Recruiters can't help you if they don't know your goals. Be specific about:
- Target roles and titles
- Salary requirements (give a range, not a single number)
- Location preferences and remote work needs
- Deal-breakers and must-haves
- Timeline for making a move
Understand Their Constraints
Recruiters often can't share certain information:
- Exact salary ranges (they may know but can't reveal)
- Why previous candidates were rejected
- How many people they're interviewing
- Internal company politics affecting the search
Work within these limitations rather than getting frustrated by them.
Make Their Job Easy
Recruiters work with many candidates. The ones who get prioritized:
- Respond quickly to calls and emails
- Have updated, tailored resumes ready
- Prepare thoroughly for interviews
- Give honest feedback after interviews
- Follow through on commitments
Maintain Multiple Relationships
Don't rely on one recruiter. Build relationships with several in your industry:
- Agency recruiters at 2-3 different firms
- Corporate recruiters at companies you'd want to join
- Specialists in your function (technical, finance, marketing, etc.)
Red Flags to Watch For
Warning Signs of Problematic Recruiters
- Asking you to pay any fees or for 'premium placement services'
- Refusing to tell you the company name before you interview
- Pressuring you to accept offers you're not comfortable with
- Submitting your resume to jobs without your explicit permission
- Making promises they can't keep ('I guarantee you'll get this job')
- Not returning calls or emails once you've completed interviews
- Misrepresenting job details, salary, or company culture
- Sharing your information with other companies without consent
Legitimate vs Sketchy Recruiters
Signs of a legitimate recruiter:
- Clear about who they work for and how they found you
- Can explain the role, company, and process
- Respects your timeline and decisions
- Maintains confidentiality
- Has a track record and professional presence
Signs of a sketchy recruiter:
- Vague about the company or role details
- Pushy about moving forward immediately
- Can't answer basic questions about the position
- Ghosts you after you don't take their recommendation
- Sends mass emails that aren't personalized
Recruiter vs Headhunter: Key Takeaways
- 1Recruiters fill roles across all levels; headhunters specialize in executive search (VP+, C-suite)
- 2Both are paid by employers, never by candidates — anyone charging you is running a scam
- 3Recruiters source from applications and databases; headhunters pursue passive candidates directly
- 4Executive search uses retained or contingency models with fees of 25-35% of compensation
- 5Most job seekers work with recruiters; headhunters become relevant at senior leadership levels
- 6Build recruiter relationships before you need them — when you're employed and not desperate
- 7To attract headhunters: build LinkedIn presence, develop industry visibility, network with executives
- 8Understand that recruiters represent employer interests, so protect your own accordingly
Frequently Asked Questions
Are headhunters worth it?
Headhunters are valuable for executive roles because they access opportunities you won't find on job boards and can navigate confidential searches. But for non-executive roles, working with regular recruiters and applying directly is more effective. Headhunters only make sense when you're at a level they serve.
How do I find a headhunter for my industry?
Search the AESC directory for executive search firms specializing in your sector. Ask executives in your network which firms they've worked with. LinkedIn shows which recruiters work in your industry. For most professionals, building relationships with specialized agency recruiters is more practical than seeking headhunters.
Can I hire a headhunter to find me a job?
No. Headhunters work for companies, not candidates. You can register with executive career platforms like BlueSteps to increase visibility, but you cannot pay a headhunter to find you a job. If someone offers this service, they're not a legitimate headhunter.
Why do recruiters ghost candidates?
Common reasons: the role got filled or put on hold, the hiring manager went silent, priorities shifted, or the recruiter is overwhelmed with volume. It's unprofessional but common. Protect yourself by having multiple opportunities in progress rather than relying on one recruiter.
Should I work with a recruiter if I can apply directly?
Both approaches have value. Recruiters can advocate for you, provide insider information, and access unpublished roles. Direct applications show initiative and avoid the recruiter's fee (which can make some companies prefer direct applicants). The best strategy: do both.
What's the difference between a headhunter and an executive recruiter?
The terms are often used interchangeably for professionals recruiting at senior levels. Technically, 'headhunter' implies proactively pursuing passive candidates, while 'executive recruiter' is a broader term. In practice, anyone specializing in VP+ and C-suite roles can be called either.
Researching Job Market & Building AI Tools for careerists since December 2020
Sources & References
- Occupational Outlook Handbook: Human Resources Specialists — U.S. Bureau of Labor Statistics (2025)
- Association of Executive Search and Leadership Consultants — AESC (2026)
- Staffing Industry Statistics — American Staffing Association (2023)