Once you have prepared your story and built your network, the next frontier is understanding how recruiters work. In this episode of Mission One: The Executive Edge, hosts Dan Hampton and Gerard Miles round off their three-part job search series with a candid conversation on the role of the headhunter, how to engage them, how to stay visible, and how to turn those introductions into real career movement.

They unpack the language of executive search, from retained to contingent to boutique, showing when each model applies and what it means for your search. Drawing from years of experience placing senior leaders across industries, they share how to identify the right partners, what to say when a recruiter reaches out, and how to present yourself in a way that is easy to remember, easy to share, and easy to place.

Dan and Gerard also walk through the unspoken rules of engagement: why clarity beats volume in outreach, how concise follow-ups help recruiters advocate for you, and why transparency about timing or competing offers always works in your favour. The episode closes with thoughtful advice on maintaining long-term relationships, understanding recruiter incentives, and staying searchable in a world that runs on databases and quick decisions.

What You’ll Learn

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FAQs

Q: What exactly does a headhunter do in executive search?
A: A headhunter, or executive recruiter, is engaged by a company to identify and attract senior leaders for critical roles. They act as both advisor and connector, representing the client’s interests while building relationships with qualified candidates who match the organisation’s culture, scale, and strategy.

Q: What is the difference between a retained and a contingent search?
A: In a retained search, the recruiter works exclusively for one client and is paid a retainer fee to manage the process end-to-end. This model is more strategic, thorough, and relationship-driven. Contingent search firms, on the other hand, are compensated only when a candidate is successfully placed, leading to faster but higher-volume searches.

Q: How can executives identify the right recruiters to connect with?
A: Start with clarity about your function, sector, and preferred company size. Then research recruiters who specialise in that space. Ask peers who they’ve worked with, check which firms are placing roles you admire, and engage directly with headhunters who consistently work in your domain.

Q: What should I include in my first message or follow-up to a headhunter?
A: Keep it concise and factual. Mention your role, scope, and achievements, along with any relevant metrics such as revenue managed, team size, or growth milestones. Add a short line about your focus areas or where you want to grow next. The goal is to make your profile easy to remember and easy to share internally.

Q: How often should I check in with recruiters?
A: Frequency depends on your activity level. When you’re exploring new roles, a short monthly update works well. If you’re not actively looking, once every quarter is enough. The best check-ins share something concrete like new achievements, expanded responsibilities, or an update to your location or focus.

Q: How can transparency help during a search process?
A: Open communication builds trust. If you’re in another process or close to an offer, letting the recruiter know allows them to manage timing with their client or adjust opportunities for you. Recruiters value honesty because it helps them advocate effectively on your behalf.

Q: What makes a candidate stand out to a headhunter?
A: Clarity, professionalism, and follow-through. Be quick to respond, articulate your story cleanly, and reference credible names or results that reinforce your track record. Recruiters remember candidates who are prepared, thoughtful, and consistent in how they communicate.

Q: Why does understanding the recruiter landscape matter?
A: Knowing how search firms operate helps you engage strategically. When you understand who specialises in your sector, how they’re compensated, and what they prioritise, you position yourself more effectively for the right introductions and long-term opportunities.