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.
Looking for Talent Acquisition Business Partner (TABP) Manager within 2023 whose responsibilities include improving full-cycle of diversity recruitment and also other tasks related to HR optimization, with the output target to meet requirements and apply the following knowledge into a certain organization: ? HR Digitalization (including Talent Acquisition, Engagement Activities, Employee Experiences, Employer Branding) ? HRIS ? HCROI Pool of talents include: • IT/TECHNOLOGY SECTOR: Trainee-Developer-Engineer-Solution Architect-Manager (60%) - Manual & Automation QA/QC/BA/PQA; - UI/UX/Product Designer; - Developer included: + Front-end: HTML5/CSS3/Javascript/AngularJS/ReactJS/VueJS/NestJS; + Back-end: PHP/C#-.NET/Java/NodeJS/Python/Golang; + Mobile: Android/iOS/ReactNative/Flutter; + Fullstack. - DevOps; - Data Analysis; - AI/Cloud/K8S/Monitoring/IAM/Strorage; - Technical Leader; - Project/Product Manager/PO/Scrum Master; - IT System Security/Pentest; - IT Helpdesk. • BACKOFFICE SECTOR: Trainee-Fresher-Junior-Senior-Teamlead-Manager-Head (40%) - Microsoft Tech Expert/GCP/Google Workpace/Power Platform; - Direct Sales/Sales Inbound-Outbound/Telesales/QA/Business Development/Business Intelligence Analyst; - Graphic Designer 2D/3D/Motion Graphic; - Customer Service/Consultant/Tele-Service; - Digital Marketing: Content/PR/SEO/SocialAds/Planner/Branding/Video Producer; - Accountant: General/Tax/Liabilities/Internal; - HR: Recruiter/Receptionist-Administration; - Assistant/Secretary to CEO/BOD; - Interpreter: English/Japanese. For any business inquiries, please contact at [email protected]
A dedicated sales manager having 10 years experiences in Sales & Customer Service, with 6 years in Higher Education. Having strong passion for international education and believing in its values brought to Vietnamese youth.
With 8-year experience in various industries and the strong passion for sales, I’m looking for an opportunity to develop my career as Sales Supervisor or Sales Manager in Pet Health, FMCG or related fields.
Digital Strategist & Founder of Back-to-Back Agency
I am a freshly minted finance and media production graduate from Bentley University. Combining rigorous academic and professional experiences, I have exemplified my keen ability to lead teams, manage projects, and drive business. Focal points include strategic planning, market research, data analysis, bilingual communications, event coordination, social media management, movie production, content creation, financial management, leasing, real estate business, rental management, and process improvement. Currently, I am the Owner and Property Manager at Zen Consulting LLC. Working cross-functionally, I direct 15-tenant portfolio and investment projects from financial planning to property maintenance and repairs, focusing on meeting time and budget expectations. Colleagues and professors describe me as a progressive, driven, down-to-earth financial expert who can be relied on to optimize operational efficiency, employee productivity, organizational profitability, and customer satisfaction.
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.
With a background of Business English major at Foreign Trade University, HR Alumni from Vietnam Chevening Career Mentoring Program, and working experience as an HR Professional in different industries including HRIS Consulting, NGO, and Education Management for nearly 4 years, I am especially confident in operation, organizational engagement and project management. Kindly reach me if you are looking for job opportunities in the English-speaking education system via my email at [email protected] or the phone number of +84 962 696 303 (available on both Zalo and WhatsApp).
After strong ESS experience & simultaneously studying Marketing, the strong connection between the two has become clear to me. The Leadership, HR Policies and Recruiting has a huge impact on Inbound Marketing. This includes Employer Image. When placing some hundreds of professionals in Vietnam, I learnt the critical factors for success on both personal and corporate level. I wanted to go deeper in the fundamentals of business success. Good Governance, Excellence in Leadership, Open Communication and Transparency nurtured by capable people with high level of Integrity, are definitely issues to identify and improve. It is all about Right People doing the Right things Right at the Right time. But how to find the right people? First, remember that RECRUITING IS MARKETING; Second, job ads must have the same purpose than any other ad: Attracting and Influencing People. After some time, the idea was born and simultaneously I graduated as an MBA. I knew the right people, managed to gather a strong team around me and incorporated it all under one umbrella: Red Orange. We are, and I am, on a Mission to make Vietnam business environment better for all, foreign partners and us Vietnamese, should us all just recognize and acknowledge the facts thus enable the better future. Energizing the business and the work culture starts from allowing and enabling the energy in people to flow, guiding it appropriately and skillfully, designing and building the ‘culture’ rather than just accepting it by default.
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.
Extensive & valuable experienced in Talent Acquisition & HRBP at reputable Real Estate & Hospitality Corporations, Firms and Commercial Banks - some HR operations that I have been undertaking and leading quite support me in acquiring the strategic mindset and successful application to common business projects, such as: - Efficient Talent Acquisition, Recruitment & Headhunting: Mass recruitment to C-level of multi industries with extra diverse network & mastering sourcing (domestic & worldwide) - Organization Developing & Restructuring; - Manpower Planning; - Labor Relations; - Policy & HR Management System; - Training Management... (Full proficiency in English) With experience working with large domestic and foreign enterprises and organizations such as KDI Holdings, Meliã Hotel & Resort, Hyundai E&C, Crystal Holidays, Omega Performance, BTCI, Techcombank, VPBank, MSB, MBBank, PVcomBank, BIDV, BAOVIET Bank, DongABank... I look forward to building and connecting professional networks - thereby creating success for individuals and organizations.
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 experience in Human Resources field for both internal and external side. Especially recruiting, placing & hiring from junior to senior levels with good knowledge and network in those industries: • Retail / Wholesales • Trading / Distribution • FMCG (Consumer Goods/ Food & Beverage/ Nutrition) • Education Based on my study and my personality, I found Human Resource is the most suitable choice as well as an interesting and challenging area that I wish to pursue in my career path. For this reason, my desire is contributing and achieving great success as much as possible, learning everyday and discovering my own capabilities in HR.
More than 1 year as a human resource recruiter has given me a lot of useful skills and met many colleagues, learned a lot of experience lessons to be able to develop myself as well as my job.
Skype: giang.vu3012 - [email protected] Facebook: https://www.facebook.com/giang.vu.395 Facebook Fanpage: http://bit.ly/youritjobsvietnam (Your IT jobs Vietnam – Daily Recruitment)
To me, my candidates are also my clients that's why I always try my best to support their career journeys. I belong to the biggest IT Recruitment Consultant Team in Glints, we've been rapidly growing from 8 to nearly 30 crews within 2 years. We do not only focus on the Vietnam market, we have a ton of remote opportunities from SEA, Japan, UEA, US, Canada... Whenever you're open to considering a new challenge, please let me know. -------------------------- At Talk with Switch: Our products are scented candles. We aim to bring greater values - peace, love, and enjoyment of life Read more about this business at: _website: talkwithswitch.com _Instagram: https://www.instagram.com/talkwith.switch/
Hi, I'm Quynh Ngoc - IT Recruiter at Viettel Digital. So glad you're here! Viettel_Digital is urgently looking for #Java #IOS #Android #Tester #PQA #BA Contacts: Telegram/zalo/Skype: 0961 280 043 Thank you for reading!
I love working with the computer. I am completely interested in discovering sites as well as studying softwares that help people work effectively. I have a high ability of self-studying and searching, also in dealing with others. In my opinion, the key of success are experience and willing to learn; no matter where we start, the most important thing is your responsibilities. I always wish to be worked in a suitable place, creative ideas and express all the abilities I have. The quote I like best is Dream -Believe - Create - Succeed.
Take advantages of Business Development skills & experience, buildteam, knowledge of e-commerce, digital marketing and understanding of market to become a Performence Staff and bring a lot value to Company, and customers.
Professionally experienced and highly motivated in Talent Acquisition managing end-to-end recruitment processes An ambivert personality and proactive self-learner. A strong partnership-driven Talent Acquisition SME with reliance and resilience.
?? Expertise: Business Development & Account Management (B2B, B2C), team leadership in HR Consulting, HRTech, E-commerce Retail, FMCG. ?? Always on learning path to upgrade myself: now I am on full-stack development (MERN) learning journey and product management. ?? Contact me via mobile number +84908 734 817 or email: [email protected] for connection & opportunities.
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.