Headhunters are key players in connecting top talent with leading companies in today's competitive job market. Recently, the executive search or headhunting market has surged as companies globally hunt for talented leaders to steer their success. Therefore, organizations are increasingly relying on headhunters for tailored recruitment solutions. Let Aniday get you through the roles headhunters play in the talent market, and see how they support businesses and job seekers in the recruitment process.
Hi, I joined Recruitery 09 2022 and currently working as a Recruitment Consultant on Recruitery. My objective is to help Employers in locating the best candidate by assessing their strengths, skills, proficiency, and personality traits before recommending them to the job. On the other side, I also assist candidates in their search for suitable employment, as well as in the development of their career path and future, by knowing their goals and abilities. Feel free to contact me.
I have over 4 years experience in HR field especially in IT recruitment
Talented HR Practitioner focus on HR development efficient processes using knowledge of recruiting, employee relations, training and development, and auditing. Highly efficient professional well established in administrative environment that are fast paced and challenging. Main experiences in: - Organization Design & Development - Building Capability Development Framework and tools - HR Training, Coaching and Mentoring - Employee Capability Assessment for Re-Structure - KPI Setting and Evaluation - Performance Assessment - Talent Management
Hi, I joined Recruitery 09 2022 and currently working as a Recruitment Consultant on Recruitery. My objective is to help Employers in locating the best candidate by assessing their strengths, skills, proficiency, and personality traits before recommending them to the job. On the other side, I also assist candidates in their search for suitable employment, as well as in the development of their career path and future, by knowing their goals and abilities. Feel free to contact me.
I am an IT Business Analyst cum a Freelance Recruiter. Contact me at: [email protected] to know more info on IT hot jobs or just talk about our everyday stories on developing a software ??.
Hi, I joined Recruitery 09 2022 and currently working as a Recruitment Consultant on Recruitery. My objective is to help Employers in locating the best candidate by assessing their strengths, skills, proficiency, and personality traits before recommending them to the job. On the other side, I also assist candidates in their search for suitable employment, as well as in the development of their career path and future, by knowing their goals and abilities. Feel free to contact me.
Hi, I joined Recruitery 09 2022 and currently working as a Recruitment Consultant on Recruitery. My objective is to help Employers in locating the best candidate by assessing their strengths, skills, proficiency, and personality traits before recommending them to the job. On the other side, I also assist candidates in their search for suitable employment, as well as in the development of their career path and future, by knowing their goals and abilities. Feel free to contact me.
Hi, I joined Recruitery 09 2022 and currently working as a Recruitment Consultant on Recruitery. My objective is to help Employers in locating the best candidate by assessing their strengths, skills, proficiency, and personality traits before recommending them to the job. On the other side, I also assist candidates in their search for suitable employment, as well as in the development of their career path and future, by knowing their goals and abilities. Feel free to contact me.
Let's meet us - Pegasi >> https://pegasi.com.vn [email protected] Skype: hanhhoa254 +84 28 3622 8666 for further assistance about the Recruitment Market in Vietnam and how we will be able to approach the best IT Talents. Our specialization segments: - Technology Jobs: C-Level/ Management, Software Architect, Product Management, Project Management, Software Engineering, QA/QC, UI/UX/Design, BrSE, ERP/SAP Solutions, Game Development, Data Science, IT-inhouse - Non-Technology Jobs: Sales & Marketing, Finance, Customer Services, HR & Admin, Legal/Law, Operation Hoa has over 10+ years of working experience in the Recruitment segment of the IT industry in the Vietnam market. Working with many Information Technology Companies to understand and consult suitable solutions in approaching the right talents for their business in Vietnam. In 2018, Hoa becomes one of the leaders to launch the Executive Search and Placement business specializes in the IT industry of Pegasi.
19 years working experience in HR field, in which: .12 years experience in global Manpower Services companies. .7 years of experience as internal HR general, own good knowledge of C&B, Labor Law and strong experience in Recruitment and Training. Specialties: HR Advisory; Staffing Solution; Technical Recruitment
Hi, I joined Recruitery 09 2022 and currently working as a Recruitment Consultant on Recruitery. My objective is to help Employers in locating the best candidate by assessing their strengths, skills, proficiency, and personality traits before recommending them to the job. On the other side, I also assist candidates in their search for suitable employment, as well as in the development of their career path and future, by knowing their goals and abilities. Feel free to contact me.
Experienced Human Resources Team Lead with a demonstrated history of 5+ years working in the IT industry. Skilled in Negotiation, English, Management, Interviewing, and Business Development. Strong human resources professional with a Bachelor of Business Administration (B.B.A.) from Hanoi University.
The Pain You Feel Today is the Strength You Feel Tomorrow
NAVER VIETNAM is hiring Engineers in Hanoi and HCM!
Hi, I joined Recruitery 09 2022 and currently working as a Recruitment Consultant on Recruitery. My objective is to help Employers in locating the best candidate by assessing their strengths, skills, proficiency, and personality traits before recommending them to the job. On the other side, I also assist candidates in their search for suitable employment, as well as in the development of their career path and future, by knowing their goals and abilities. Feel free to contact me.
Senior executive in hospitality real estate development, asset management and tourism consulting. Lived and worked in Germany, US, UK, China, Vietnam, Laos, Cambodia and Myanmar. Held general manager positions with international branded 4 to 5 star hotel as well as individual luxury boutique properties. Developed concise expertise in all aspects of hospitality real estate development, from project evaluation, assessment and acquisition; planning, conceptualization, branding and design; operator search, negotiation and selection; to owner relationship management, project management, construction, technical services, pre-opening and property management. Acquired an in-depth knowledge of the full project cycle and understanding of processes involved in greenfield, conversion or renovation projects. Conducted over 14 feasibility studies and 17 pre-openings of hotels and resorts from 80 to 540 keys, applying strict diligence and delivering results within standards, time and budgetary limits. Consulted on a wide range of other hospitality and public sector tourism development projects. Holding director level positions, led diverse international and local management teams and coordinated and cooperated with project owners, donors, development agencies, local authorities and other stakeholders. Currently chief executive officer of an international boutique hospitality and tourism management consultancy. Worked most recently on a 260 million US$ mixed-use development and a 4.2 billion US$ resort and casino project. For further info and project references, please make contact at [email protected]. Contact: Only business related inquiries will be answered, to be sent via LinkedIn messenger or email [email protected]. Follow up communication will be accepted by email only. Senders of unsolicited messages of a promotional nature and not directly related to HTM's business (hospitality and tourism consultancy) will be automatically blocked and deleted.
Hi, I joined Recruitery 09 2022 and currently working as a Recruitment Consultant on Recruitery. My objective is to help Employers in locating the best candidate by assessing their strengths, skills, proficiency, and personality traits before recommending them to the job. On the other side, I also assist candidates in their search for suitable employment, as well as in the development of their career path and future, by knowing their goals and abilities. Feel free to contact me.
I am a senior executive recruiter, headhunter and business leader with over 22 years contingency and retained search experience managing 360 degree recruitment solutions to multinational companies across multiple disciplines in North America and Asia. Focused on improving my clients profitability by listening to their strategic goals and providing them with what they really need. This is achieved through understanding the talent supply and demand, being transparent and empathetic whilst also having an ‘open-minded’ mentality to executive search. I particularly enjoy working with business leaders who view succession planning as a critical strategy to their success and I also enjoy the challenge of working with clients who claim to have 'hard to fill' vacancies. I have averaged a 96% success rate on all deposit paid searches. Specialties:Industry Practices : Consumer Goods, Hospitality, Financial services, Industrial, Automotive, Transportation, Professional services, Energy, Technology, Functional Practices : C-suite particularly Sales and Marketing, Human Resources, Finance and Supply Chain
Calm outside but crazy inside. I love bringing meaningful things to everyone around me. Working as a recruiter but having the advisor mindset. What you can do to know more about me? - Ask me a question
I am currently a final-year full-scholarship student pursuing Bachelor of Business Bachelor of Creative Intelligence and Innovation with Distinction, majoring in Finance and sub-majoring in IT and Management Consulting at the University of Technology Sydney. I am very much interested in the Finance industry, especially regarding Valuation, Investment Banking and Private Equity. I am actively looking for full time opportunities in these fields to improve my technical skills and develop myself professionally from high-performing organisations in Sydney. Please kindly contact me for relevant job opportunities via email ([email protected]). Thank you!
Headhunters are experts who find and recommend top talents for job opportunities. Typically employed by recruitment agencies, they may have their talent pool for specific roles, or they may proactively seek out top talents by targeting employees who are hired by other companies, or known as passive candidates. According to an Aniday survey, 79% of the potential hires are this kind of candidate.
Moreover, headhunters engage with potential candidates to understand their interests, qualifications, experiences, and expectations, then refer the best fit to the hiring managers. Headhunters are highly sought after when employers need to fill urgent positions and can’t find the right candidate on their own.
The global executive search (headhunting) market is expected to reach around USD 34.24 billion by 2032, growing at a compound annual growth rate of 6.40% from 2024 to 2032. This surge highlights the vital role headhunters play in the recruitment process. Here are some key factors that drive the dynamics of this market:
Firstly, globalization and market expansion:
Thanks to the rise of globalization, the executive search market has significantly expanded. Multinational companies now require top-tier leaders who comprehend diverse regulations, cultural nuances, and market dynamics. With the support of headhunters, your business can find executives adept at driving growth and managing complex international landscapes. Moreover, if your business involves cross-border mergers and acquisitions (M&A) that often require leadership changes, it would further fuel the need for expert search services to facilitate smooth transitions across different regions.
Secondly, talent shortages and succession planning:
The talent shortage is real, with businesses worldwide facing challenges in filling key positions. As experienced leaders retire, companies face the challenge of nurturing the next generation of leadership. While many candidates show great potential, they often lack some specific skills that employers are seeking. Despite advances in AI and technology, these tools have yet to fully address the critical gaps contributing to ongoing talent shortages.
Therefore, headhunters play a crucial role in this process, leveraging their extensive networks and expertise to discover and develop high-potential candidates. The growing focus on succession planning and talent development has spurred increased demand for headhunting services, as businesses invest in robust leadership pipelines to ensure long-term stability and operational continuity.
Headhunters provide a significant advantage in candidate evaluation for business. In general, headhunters can help businesses through:
One major advantage of using a headhunter is their ability to reach passive candidates who may not see the job advertisements. This expands the talent pool and increases the chances of finding certified higher-quality candidates. Although these individuals aren't actively job-hunting, they are open to the right opportunity. Headhunters use their networks and outreach skills to proactively find and engage them, helping employers minimize recruiting risks.
Headhunter simplifies the recruitment process by maintaining a vast database of highly qualified candidates. They bring extensive experience in evaluating and selecting candidates who match job requirements, streamlining the hiring process. This allows businesses to focus more on their core operations.
Headhunters possess a broad network of candidates they've previously engaged with, enabling them to swiftly pinpoint individuals who are a perfect fit for a particular role. Additionally, they can connect with passive candidates, those not actively job hunting but open to new opportunities.
Some job roles are best kept confidential, making advertising difficult. A headhunter can conduct a discreet search campaign, allowing companies to attract qualified candidates without publicly posting the position.
Headhunters can also support candidates in job hunting thanks to their connection with employers. Acting as intermediaries, they facilitate successful matches between both sides. Here are aspects headhunter can help them:
A major challenge for job seekers is the lack of awareness about available job opportunities. Headhunters have access to an extensive network of employers and not publicly advertised openings. By connecting job seekers with these hidden opportunities, headhunters enhance their chances of finding the perfect job.
Job applications can be lengthy, particularly when customizing candidates’ resumes and cover letters for each position. Headhunters can simplify this process by aligning their skills and qualifications with the right job opportunities. They also offer valuable advice on enhancing their resume and cover letter to help them stand out from the competition.
Headhunters, with their deep industry knowledge, can offer crucial insights and guidance on how to present themselves as a top candidate. They can also help them identify any skill gaps and recommend ways to address them effectively. Beyond matching candidates to roles, headhunters offer essential advice on salary expectations and benefits, advocating on behalf of candidates to secure the most competitive compensation packages.
Building a professional network can be tough, especially for industry newcomers or those relocating. Headhunters can connect job seekers with key industry professionals and decision-makers, opening doors to new opportunities and valuable connections.
Client consultation: starts with a detailed consultation with the hiring organization to understand the role's requirements, including responsibilities, qualifications, and company culture. This forms the basis for a customized recruitment strategy.
Market research and analysis: involves analyzing industry trends, competition, and talent availability to guide the headhunter's strategy. It helps identify potential top-tier candidates and understand the market context.
Candidate personas: develop a detailed candidate profile based on insights gathered, outlining necessary skills, experience, and personal attributes. This profile acts as a benchmark throughout the search.
Finding candidates: using their networks, industry knowledge, and targeted research, headhunters find potential candidates who match the client’s criteria, often including those not actively job-hunting.
Initial approach: reach out to potential candidates discreetly, presenting the opportunity without revealing the client’s identity.
Candidate assessment: headhunters perform thorough evaluations through detailed interviews, skill assessments, and reference checks to assess each candidate’s fit for the role.
Interviews: arrange and manage interviews between the client and selected candidates, handle logistics, gather feedback, and ensure clear communication.
Negotiation and Offer Stage: headhunters facilitate salary, benefits, and contract negotiations, to ensure a smooth process that meets the needs of both the candidate and the hiring organization.
Closing the Deal: headhunters finalize the candidate's commitment by addressing any last concerns and ensuring a smooth transition into the new role.
Follow-Up and Onboarding Support: Headhunters offer continued support during onboarding, including guidance, follow-up check-ins, and maintaining relationships for future opportunities.
Headhunters are paid only when they successfully place a candidate in a job, as are many independent recruiters. Typically, their fee ranges from 20-30% of the new hire’s first-year salary. Since headhunters work on behalf of the employer, their primary motivation is to satisfy the employer’s needs.
The headhunter’s annual salary can vary depending on experience, the industries of the hiring companies, and the employer’s location. According to Glassdoor, the average annual salary of a headhunter can be from $102,000 - $187,000.
With numerous headhunters to choose from, finding the right one can feel overwhelming. To make the process easier, Aniday suggests focusing on these essential factors when selecting a headhunter:
Headhunters and recruiters often handle placements across various industries. However, while they may possess the skills to attract top talent, a thorough understanding of your specific industry is crucial for finding the best fit.
Instead of relying solely on search engine results, tap into your professional network. Reach out to colleagues and connections for recommendations.
When you collaborate with Aniday, your job openings are entrusted to lead headhunters who specialize in your industry. This means you'll benefit from the deep knowledge and targeted expertise of professionals who truly understand your field, ensuring you find the perfect talent quickly and efficiently.
In today’s competitive job market, finding top talent is more challenging than ever. You should evaluate your headhunter’s expertise, recruitment strategies, and proven success in securing top candidates in advance.
When assessing a headhunter's qualifications, Aniday suggests some critical questions to ask:
Your headhunter's ability to truly understand your company’s values, culture, hiring needs, and team dynamics is crucial in finding the ideal candidate. You must communicate these expectations, ensuring that both of you are aligned and working towards the same goal.
Despite the many advantages of working with headhunters, many job seekers often struggle with where to find and connect with them. Here’s what you can do:
Start your search by reaching out to professionals in your network for recommendations of headhunters they’ve successfully worked with. Even if your list is short, it’s fine—especially if you’re targeting a headhunter with expertise in a specific industry or niche market."
Beyond a simple online search, you can discover headhunters on various networking platforms by using targeted keywords. These sites also allow you to ask other members for personal referrals, helping you connect with the right professionals.
As Southeast Asia's largest headhunter network with over 30,000 professionals, Aniday is the go-to site for connecting with top headhunters across the region.
Headhunters frequently participate in these organizations, making them great places to network and connect with professionals who specialize in your field. By becoming a member, you'll gain access to a list of headhunters and opportunities to build valuable connections.