Headhunters
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.
Skilled in Personal Branding, Employer Branding, Recruitment Marketing, Creative Ideas, Communication, Problem Solving. ------------ Personal Web: https://phambichthi.com Phone: 0902813192 Email: [email protected] / [email protected]
A dedicated and result-driven individual with experience in recruitment consulting service and internal human resources management. Possess transferable skills including communication, problem-solving, stakeholder management, and commercial awareness, to name but a few.
"Ti?m Nang Con Ngu?i là Vô T?n. Luôn Khám phá, H?c h?i và Phát Tri?n Không Ng?ng" ~ Kay ~ ???? ?? ?????????????????????? ¦ ?? ???????????? ¦ ?? ???????????? ?? ?? ???????????????? ???????? ????????????: ????????????, ?????????????? ?????? ???????????? ?? ??????'?? ?????? ???? ???????????????????? ?????? ???????????? ???? ???????????????? ???? ?????? ?????????? ?????????????????? ???????? ?????????????? ???????????????? ?????????????? ???????????????????? ???????????? ?????????????????????? ?????? ????????????????, ??????????-???????????? ?????????????????? ???? ???????? ???? ?????????????????????? ?????????????????????? ???? ??????????, ???????????? ?????? ?????????? ???? ???????????????? ???? ?????????????? ??????????????????????. The global economy is becoming more and more complex. Our business philosophy is to drive businesses forward by addressing the complex workforce challenges organizations face today and tomorrow! According the global study, over 80% business founders described finding the right talents as their most difficult challenges. With years of executive recruitment expertise, engaged with company leaders, founders for workforce hiring, Kay helps companies of all sizes and industries recruit the best-fit talents from Senior management to D & C-Suite/Executive job levels to transform & drive business success in Vietnam market not limited to General Management, Digital Transformation, Operations, Sales & Marketing, HR Finance, Legal Compliance. ??????'?? ???????? ???? ???????????????? ??wa.me/84905026864 ¦ ???????????????? https://t.me/@lequockhuong ? [email protected] ?????????????????? ?????? ? bit.ly/newsletter-vietnam-jobs-opportunities ??????????????????????????® (????????: ??????) ?The World’s Leading Workforce Expert ($21 billion company) ?Among Top 3 World's Largest Recruitment Corporations. American Fortune 500 By segments: • Financial Services & Insurance (FSI)¦Ventures Capital¦Private Equity Investment • Technology¦ICT¦Tech Startups such as Fintech¦ePayment¦eCommerce¦eLogistics¦Digital Platform¦Enterprise Software¦Martech¦Adtech¦Proptech¦Medtech, etc. • Real Estate¦Renewable Energy¦Construction¦Architecture¦Hospitality Across functions: • Executive C-Suite¦General Management • Sales¦Marketing¦Business Operations • HR¦Finance Investment¦Legal Compliance ?Successful Placements Portfolio Reference: • Managing Director¦General Manager¦Country Manager¦CEO¦COO¦CMO¦CFO¦CIO¦CTO • Vice President/Head/Director of HR¦Legal¦Finance¦Operations¦Sales Marketing¦Technology¦Software & many more.
Experienced in Recruitment Industry, using Social Media and Growth Hacking strategies to support mainly for the Recruitment process. Lifelong learning of Employer Branding.
Have skills in: - Manual testing - Website testing - API testing (Postman) - SQL query data (Ms SQL) - Smoke test, regression test, sanity test, UAT - Agile testing - Familiar with JIRA, Katalon studio, Ms Offlice...
To A Future With More Cheers! Career Objective: being a successful Human Resources Professional with proven track record of making positive changes in organization's culture, developing motivated staff, enhancing professionalism, striving for continuous improvement as well as leading HR operations to increased organizational effectiveness.
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.
Don't hesitate to contact me - Daisy Nguyen at: Email: [email protected]
An experienced, professional and enthusiastic Senior Manager with proven track of success in Student recruitment, Marketing, Admissions and Partnership for international education. With academic background fully educated by Australian Education and more than 10 years experience working with passion in this industry, I understand the local market/customer insights and have been building trust in relationships with Student Recruitment Agencies throughout the regions, Global/Local University Partners, Government and stakeholders. I am confident that I can be capable of developing creative solutions and inspiring my team & colleagues to achieve the target and business objectives.
Everyone deserves the Finest Future in the happiest nation in the world. I am creating possibilities for the next generation. The only thing we can leave behind is a legacy of education and dreams.
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.
Strive to become a person who can keep important positions in Sales, Marketing and Business Development in any industries. Personally, I have a deep understanding of Overseas Education and act as a reliable connection between institutions, agencies and customers. I also contribute to the development and success of corporation. I build myself from open-mindedness, positive attitude, sociability. Therefore, I have been learning a lot of new things and doing my job well with people or individual for almost 11 years.
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.
> Nam 2011: T?t Nghi?p Cao Ð?ng, Ngành Ngh? Ô TÔ. > Nam 2013 Sau khi T? Nh?t B?n V? nu?c, công tác linh v?c XKLD, phái c? TTS và k? su sang Nh?t b?n làm vi?c. > Nam 2013-2015 Công tác t?i công ty EMICO-VOV - T?i Tp Hà N?i& Tp. H? Chí Minh (Xu?t kh?u lao d?ng Nh?t B?n) > Nam 2015-2017 Công tác t?i công ty C? Ph?n D?ch V? Nhân s? GMAS- T?i Thành Ph? H? Chí Minh,T?ng L?nh Danh D? MyanMa) (Linh v?c: xu?t kh?u lao d?ng Nh?t B?n). > Nam 2017, Founder& CEO Thành l?p Công Ty TNHH VIETSEIKO ( Có v?n d?u tu Nh?t B?n). (Ð?n nay là CEO Công Ty TNHH VIETSEIKO) Linh V?c Ho?t Ð?ng: - Gi?i thi?u vi?c làm trong nu?c, t?c c? các kh?i nhân viên van phòng, s?n xu?t, IT, K? Toán viên... D?ch V? Headhunter. - Tu v?n xúc ti?n d?u tu cho các doanh nghi?p Nh?t B?n vào Vi?t Nam, > Nam 2019- Ð?n nay, Công Ty C? Ph?n Liên Minh Qu?c T? EK Group. - Phái C? Th?c T?p Sinh Sang Nh?t B?n Làm Vi?c (Tru?ng Phòng Phát Tri?n Th? Tru?ng Nh?t B?n,T?i Thành Ph? H? Chí Minh). ... Ði?m M?nh: Vui V?, hòa d?ng, c?i m?, Bi?t Ngo?i Ng? Ti?ng Nh?t... ... S? thích: Ð?c sách, Choi dá bóng. ... Nh?ng Ð?t Nu?c dã t?ng d?n: Thái Lan, MyanMa, Ðài Loan, Hàn Qu?c, và Ð?t bi?t Ð?t nu?c m?t tr?i m?c Nh?t B?n v?i s? l?n không d?m xu? (Cu?i)... Slogan Công Ty TNHH VIETSEIKO (Khát v?ng c?a b?n, Tuong Lai c?a chúng ta) - Giá Tr? C?t lõi: T?o Giá Tr? Vi?c làm là nghia v?- Khách hàng là tr?ng tâm... - Nguyên T?c c?a Vietseiko 1. Yêu thuong gia dình. 2. K? lu?t v?i b?n thân. 3. Không lu?i bi?ng. 4. Không d? k?. 5. T?n l?c c?p trên. 6. Nâng d? c?p du?i. ???????????? ??? PH?M H?U Ð?O. Trân tr?ng,
My passion is connecting and supporting people for their better life and work. For 13 year of my HR career, especially in recruiter role I have helped hundreds of people to find their suitable job. At present we are looking for experienced engineer both Vietnamese and Foreign Expats for various positions in oil & energy sector. Proactive, mature, good communication and problem solving, good organization and strong leadership, high responsibility, can do attitude, willing to work multi-task, flexible with high energy level Please follow and contact me at [email protected] for details.
Marina was born in Canada, years after her parents immigrated during the Vietnam War. She studied commerce with a focus on marketing, and had educational and internship stints in South Korea and Hong Kong. She was shortlisted as a Finalist in the Globe & Mail Cannes Young Marketers Competition. With 13+ years of brand management experience at global FMCG companies including Unilever, Bacardi, LG Electronics and Spin Master, Marina set off to launch her own sustainable brand with EQUO. Her inspiration is driven by trying to build a brighter, greener future for her nephew, working to support local economic growth and job creation from her parent’s hometown, and the desire to raise Vietnam's profile as a global leader in sustainability and innovation. Marina has appeared in global media to share her ambition for a world free of single-use plastic, appearing in Forbes, Shark Tank Vietnam, Front Office by PlayersTV, being the first Vietnamese startup admitted in to Techstars, and was recently named to Vegpreneur's list of 22 Founders to Watch in 2022 & the grand winner of She Disrupts Vietnam.
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.
Headhunter Topics
Headhunter - who are they?
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.
Understanding the dynamics of the headhunting market
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:
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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.
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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.
How can headhunters support businesses?
Headhunters provide a significant advantage in candidate evaluation for business. In general, headhunters can help businesses through:
Attracting passive candidates:
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.
Managing time, cost, and resources effectively:
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.
Allocating the most suitable and high-quality candidates:
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.
Ensuring information security:
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.
How can headhunters support job seekers:
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:
Access to the hidden job market:
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.
Shorten Application Process:
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.
Consulting and negotiating:
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.
Expanding the network of job searchers:
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.
The full process of finding and attracting talents
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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.
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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.
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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.
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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.
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Initial approach: reach out to potential candidates discreetly, presenting the opportunity without revealing the client’s identity.
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Candidate assessment: headhunters perform thorough evaluations through detailed interviews, skill assessments, and reference checks to assess each candidate’s fit for the role.
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Interviews: arrange and manage interviews between the client and selected candidates, handle logistics, gather feedback, and ensure clear communication.
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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.
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Closing the Deal: headhunters finalize the candidate's commitment by addressing any last concerns and ensuring a smooth transition into the new role.
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Follow-Up and Onboarding Support: Headhunters offer continued support during onboarding, including guidance, follow-up check-ins, and maintaining relationships for future opportunities.
How headhunters are paid?
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.
How to select the right headhunter, as a employer and job seeker?
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:
For employers:
1. Seek Particular Industry Experience
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.
2. Experience is important when seeking senior roles
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:
- How often do you successfully place candidates?
- What strategies do you use to attract top talent?
- How would you present our company to a high-level executive?
- What timeline can we expect for filling the position?
- How many clients are you currently handling?
- Do you offer a guarantee period?
3. Ensuring headhunters understand your company’s needs
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.
For job seekers:
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:
1. Seek referrals from your network
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."
2. Explore networking sites
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.
3. Join industry-specific trade groups or associations.
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.
