How to Get the Job You Want in Any Economy... Act Like a Headhunter

Having spent the last few years of my career in the staffing and recruiting industry, I'm asked all the time by friends and relatives if I can help them find a more desirable job. I've helped my fiancé get a job, helped my college buddies get jobs after graduation, and even helped a few high school buddies find jobs having not seen them for years. It's a real joy in recruiting when you can help someone find a job that positively impacts their life. But the fact of the matter is, not everyone has the opportunity to work with a headhunter. I would say that only a small percentage of career moves are made at the hand of a headhunter. So what do the rest of us do when we find ourselves in a dead end situation and no one to conduct the hunt for you?

I've heard lots of gimmicks, tricks, and tactics for aiding the process and I'm sure you've heard a few yourself. Do any of these ring a bell? Sending out resumes on extra thick paper, memorizing the most dazzling answers to commonly asked interview questions, wearing a brightly colored outfit to your interview to be memorable, and the list goes on and on. I honestly don't know if any of these things help or hinder the hiring process, but I do know that I've never met a professional headhunter that coaches his candidates by taking them shopping at Old Navy and picking out the seasons brightest colors to wear to an upcoming interview.

So what things do professional job headhunters do that puts them in the position to move CEO's from one company to another and get paid to do it. Here are the top 5 things that top dog headhunters do in the search and placement process that you can incorporate to your own job search tomorrow.

 Network - Now I know you've heard this one a million times before, but the first thing that a headhunter does in the morning is make 20 calls to people they know and find out where the jobs are. Only the rookies wake up every morning with nothing more to look forward to than a few dozen agonizing cold calls. You're probably thinking to yourself "Who do I know that I could talk to about finding a job...I don't know anyone." Well, in headhunting 101 you learn that it's not who you know that matters, it's who they (your contacts) know that counts. It's okay to call every person you know and tell them you're looking for a new job. Everyone excluding your boss and the other people at your office of course. Make a list of 100 people that you know, pick up the phone, and start talking to people. Ask them if they know of any companies hiring people in your area of expertise. If they don't, ask them if who they know that might know of some openings. Let me give you a tip about how to supercharge your networking. Pick up the book "The Tipping Point" by Malcolm Gladwell. In it, he describes three types of people in social circles. One of those types is called a "connector". This is the type of person that seems to know everyone. I bet if you think about it, you probably know one or two people that everywhere you go with them, they know someone. Well, every person on your list knows one or two connectors and if you ask the question 'who do you know that might know of something?', you're bound to run into a few of these extraordinarily well connected people. Your network stops when you stop asking 'who they know.'

Benefits Of Job Search Through Headhunter Agencies

Are you looking for a career in the oil, gas or chemical industry? Well, then the best way to land that dream job is to get in touch with competitive headhunters agencies. These agencies, with their years of experience in placing candidates according to their capacities and skills, as per the employer needs, facilitate lucrative pay packages for employees and the best candidates for employers.

Did you know that the oil and gas industry, on an average, pays $90,000 to its management executives, with the higher range being $160,000 a year? Other positions, such as drilling, engineering, maritime, trades and geosciences, also fetch an average of more than $80,000 a year. So, for that dream career in the flourishing oil and gas or chemical industry, you should contact a headhunter agency. The industry employs a range of professionals, ranging from mechanical engineers to chemical engineers and chemists.

Benefits of Job Search through Headhunter Agencies

Headhunter agencies offer several benefits for both the employees and employers. Here are some of them:

* Employers can utilize headhunting services to fill in senior management and executive positions and for recruiting specialized individuals in fields with only a few active top-level professionals. Hence, it makes sense to employ the services of these agencies, rather than advertise internationally.

* These agencies do not just attract prospective employees, but also actively seek them. This is achieved through networking, developing relationships with various companies, purchasing company directories, maintaining databases and cold calling prospective candidates.

* These agencies enable talented employees to accelerate their career path even outside the company. Headhunters basically look for people with the right tools to perform at the job and great potential for enhanced value.

* Allows employees to explore their hidden, unutilized talent that can be harnessed by another company to offer you a better career. So, candidates must focus on creating a resume that highlights their capabilities and talents.

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Get Headhunted Today! The Headhunter, The Resume, The Interview - What You Should Know!

Who or What is a Headhunter? A headhunter, or a Recruiter or an Executive search specialist, is not like an employment agent who simply uses the numbers to fill positions, these are generally specialists, meaning they work very closely with Candidates and Clients, to find exactly the right match, often paid only on a successful placement. What this means for a prospective candidate is that you are more likely to be placed in the position you desire by working with headhunters experienced in your field.

It is however worth saying that you shouldn't be over reliant upon a headhunter, good opportunities come to those looking for them, some headhunters are going to be more interested in the fee than the candidate. But by following some of the advice here, you are going to be aware of how to spot that.

Search Firms or Headhunting Firms

The smaller offices work generally by geographic focus and industry specialization, larger national and international firms may operate cross boundary and specialisations. One of the best things for both candidate and client alike is that a search firm offers anonymity and confidentiality, some jobs are never advertised, and your interest in advancing your career can stay between you and the Headhunter. Following an initial discussion with a Headhunter try to stay involved, in other words maintain contact, but as a word of caution, don't appear over eager (even if you are). If the Headhunter makes a suggestion to you or recommendation, try to follow through, they generally know the clients needs well, so you will seldom be wasting time.

Resume

Although Headhunters are not generally working with Resumes alone, something you can do is to tailor your resume to fit a specific job profile, doing this means you highlight more relevant points that should be of interest to a prospective employer, this also helps the Headhunter to get to know you better. It does not have to be one page or follow a specific resume format, some people think that having an extensive resume is wonderful, but in reality it may lose credibility, Headhunters and Clients want people who provide enough detail to substantiate their selection to an initial meeting. If you give them everything, you may not get to the meeting at all. Always feel free to discuss your career goals with the Headhunter and to ask him for feedback on your resume.

Interview

Assuming you are working with a Headhunter, get them to work with you in preparation for the interview, they may know what the client will ask, they certainly will know how to get the best out of you. You can also take some initiative, and practice sitting the other side of the table, and interview them as hard as they interview you. As you do this you are really learning about how a Headhunter selects people for initial interviews, and if done well, you are going to have few problems at that stage. Really important in your discussions with the Headhunter is "Honesty". I have heard some candidates say they were advised to be cagey during the interview process, but in reality this doesn't help anyone. You don't need to mention unimportant details, but be prepared to be open and honest, it always pays! Finally, always arrive on time or early for interviews.

Networking

Networking is something you can do too. It is after all how the Headhunter works, he will often ask Clients and Candidates "Who else might be interested in XYZ?". Even if you are introverted don't overlook this, it works. Many successful career transitions begin with networking. As always in networking, leverage the contacts you already have to establish communications "Hi John, listen I would be really interested to speak with XYZ company, do you think you can introduce me?", thus avoiding wherever possible making cold calls.

In conclusion, if you're working with a Headhunter, ask if he will help you to prepare. They normally do, because they often are not paid unless a candidate is placed. They want to look good before their client, they want to seem like the experts in the field, and they want long term relationships with Clients and Candidates. You have a much better chance of being placed in the position you desire by working with Headhunters experienced in your field.

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Exploring the Role of a Headhunter in Executive Search

The role of a headhunter in recruitment is very often misunderstood. Some people confuse headhunters with internal recruiters, or even employment agencies - but they are not the same thing.

Internal recruiters normally operate within the Human Resources (HR) department of a firm and select personnel from within the company itself who they feel will fit certain roles. On the other hand employment agencies pair up candidates looking for jobs with companies looking to hire staff.

A headhunter, especially an executive search headhunter, is very different.

What is Executive Search?

Essentially an executive search involves searching for suitable candidates to fit into executive-level jobs in certain companies. However, the difference here is that these 'candidates' are not actively looking for jobs.

Think of it this way: Companies have certain specialized and 'key' positions for which they require specific individuals with high levels of talent, skill, and experience. These positions are not easy to fill and very often the people needed to fill them are the "creme" of the crop and not likely to be actively seeking employment.

Some companies may at first try internal recruitment via the Human Resources (HR) department to see if any of their current personnel fit the bill, but more often than not eventually these companies seek the services of a headhunter to perform an executive search and help them to fill the position.

Evaluating Candidate Suitability

Headhunters are extremely selective when recruiting on behalf of the companies that have contracted them and take care to weed the list of potential candidates down to those who are most suited for the job.

It isn't uncommon for executive search tasks to even involve interviews and tests to ensure that the final candidates presented to the company are going to fit both the job and the company itself.

Make no mistake, it isn't just a question of paper qualifications - past job experience, personality, achievements, and many other factors often play a role in evaluating potential personnel as well.

Because of how specific the role of a headhunter often is, companies very often build long-lasting relationships with those that they feel can deliver the goods. Big corporations and multinationals may even have several headhunter agencies working on their behalf.

By now, you should be starting to come to grips with the scope of the task that faces a headhunter carrying out an executive search. Due to the fact that it is used for such specialized positions, there are very often headhunters who specialize too.

These boutique executive search firms tend to specialize in certain sectors and industries and very often deal with recruitment for senior positions within those industries. By focusing on a specific sector they can then concentrate on building up their contacts and portfolio of potential candidates in that specific area.

All said and done, this is the role of a headhunter and the benefits of executive search facilities are enjoyed by companies across the globe when it comes to filling the toughest of positions within their executive staff.

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Headhunters' Tips For Getting Great References

The right references can propel you up the career ladder quickly while the wrong ones can sink your chances of getting your dream job. Headhunters will tell you that no matter how impressive your resume is or how well the interview went; just one mediocre reference can destroy your momentum and result in potential employers relegating you to their file of also-rans. To ensure that they give a glowing report on your past work, including the crucial specifics that employers are looking for, follow these valuable suggestions from experienced job headhunters.

Choose Variety And Choose Wisely

It's best to choose references that will offer a variety of perspectives about your work, so pick recent contacts that know about your work but who aren't necessarily all working at the same level. A boss or supervisor, a peer and a vendor or customer who has established a working rapport with you would be a great mix. Talk to each individual to gauge how enthusiastically they will respond; if you sense that they are hesitant to commit or would rather not do you the favor, move on. It may be better to find a less recent reference who will be your cheerleader than to provide potential employers with a lukewarm reference.

Headhunters Remind You To Keep In Touch

Asking someone for a reference in today's litigious working environment is an imposition even for close co-workers and associates, so don't list individuals as references until you've asked them and gotten their approval. You should also give them a heads up whenever you know that a company will be giving them a call so that they aren't blindsided. To ensure a glowing reference, make sure the people you use feel appreciated. In other words, keep in touch with them even when you aren't actively looking for work or consulting with headhunters. This will also keep you in the front of their minds in the event an opportunity opens up elsewhere. Let them know that you're willing to reciprocate when the time comes (unless you aren't, in which case it may be best to find an alternative reference).

Briefly Review Your Work With Them

Legitimate headhunters will tell you that you can't legally ask your references what they will say about you or suggest what you want the employers to hear, but you can jog their memories and nudge them in the right direction. How? Simply by reviewing with them a few projects you worked on together or any problems you helped solve. Stick with basic facts and simply refresh their memories with a brief timeline and avoid self-praise. Let them remember your contributions on their own.

Have A Few Back-Up References

Times change, people move on and if you haven't stayed in touch, one of your top references may have moved on. Headhunters will tell you that some companies may have a policy in place that doesn't allow recommendations beyond confirming when you worked there. For whatever reason, be sure you have a few alternate sources you can use in case your top choices aren't all available or don't return phone calls.

By making sure your references are current and keeping in touch with them, you can be confident that you'll get positive feedback with specific examples of your contributions that can be instrumental in getting you the next great career opportunity.

How can senior level candidates impress a hiring manager?

I’m a mid-market and senior to executive level Accountancy and Finance specialist headhunter with over 18 years recruitment experience in and around these vertical markets.

Over the period of my recruitment cycle, I have worked both the practice and industry markets. I have a strong knowledge of both sectors and the different needs within them – whether it be manufacturing, automotive or shared service centres versus the niche markets within the professional services sector, including but not limited to, law firms, insolvency practitioners, corporate finance houses and accountancy practices.

The knowledge and understanding of all these sectors and how they vary can only be adopted over years of placing candidates – and having these insights is paramount to succeeding as an executive headhunter. Being a trusted pair of hands to work in partnership with successful organisations doesn’t come with luck, it comes over a long period of building client trust and constant success by placing only the very best candidates – this is what makes the job most enjoyable.

Whilst I specialise within the accountancy and finance market, within these businesses are staff from other divisions and, on many occasions, I have been asked to work on other senior roles outside of my remit which I am always happy to do as this also allows me to show my full capabilities as whole-of-market headhunter.

How can senior level candidates impress a hiring manager?

Keep it real.

Research and understand as much about the company as you can. Why would you want to work for an organisation when you know little about them?  How can you get passionate about a role when you don’t know if you are what they are looking for in terms of personality fit? Think about your personal business plan and how your career objectives fit the future growth and needs of the business you are interviewing for. Thinking about these things will help you buy into the business and vice versa. No matter what technical competencies a candidate has for a role, I tell my candidates one thing and one thing only….

“People buy people.”

You have to be the right personality for their business. Be prepared, talk about them and use their company name during the interview, make it personal, make it real and make a good first impression. By doing so they often mirror this approach and before you know it you feel like you could imagine yourself working in that role, in that department and in that company. When you get to that stage, the battle is almost over and you’re close to securing the role.

On the “don’t” side.

Simple! Don’t do me any favours by turning up to a job that you don’t want as it is a waste of your time, my time and the client’s time. If I have done my job properly then you will only be turning up to the interview because you have done enough research on the company and opportunity to know that you are attending the interview because you want that job offer. By working closely with me, you know that I will always listen to your needs as well as the client’s needs and if I secure you an interview it’s because I have understood what you are looking for in terms of your next career move and I will do everything possible to ensure that the client-candidate match is right.

What specific sector insights can you share with candidates?

Each and every time I work with a client and a candidate, I make it my business to understand the needs of the business at that time and the plans for the business and division moving forward. It is this information that allows my candidates to understand where they will fit into that business now, and in the future. At Executive Headhunters, we pride ourselves on being able to sell roles to top candidates based on opportunity and cultural-fit, not just salary, as this proves more fruitful to the client when it comes to long term ROI.

For example, I recently assisted with a senior procurement and supply chain placement for an engineering company. From working this placement I found that a skills gap in the industry is playing havoc in terms of the feeding through of new talent. The lack of funding of apprenticeships by the old Tory government in the late 80s and the booming IT industry has had a double whammy effect which they are now feeling brunt of.

In layman’s terms, companies in the engineering sector are struggling to fill senior roles organically and are having to look elsewhere for sufficiently skilled candidates. From the point of view of a senior candidate looking for a new opportunity, the engineering sector is a good hunting ground – so get networking! HR people can really use this to their advantage if they’re au fait with talent pipeline implementation. If you’re a finance pro and good with numbers, you are likely to have the transferrable skills necessary to succeed in the industry as well.

Executive Headhunters’ guide to transferable skills

Feel like you’ve achieved all you can in your current industry? Wondering if the grass is greener on the other side of the fence? Thinking about pursuing a career goal you’ve constantly been putting off?

These aren’t uncommon thoughts for successful senior executives and in fact, people in general. It’s wired in to us to want more from our lives, to try new things and I’d bet that most of you got where you are today by challenging yourselves and by breaking new ground.

But recently, I’ve noticed many conversations on LinkedIn regarding the subject of transferable skills and barriers preventing a career move to a new industry. The feeling amongst senior executive candidates is that transferable skills are no longer valued by employers, recruiters or headhunters and as a result, it’s almost impossible to break into a new industry.

Of course, it is possible -I’ve seen senior executives achieve roles outside of their usual sector very recently- but I understand it’s very hard to believe this when you’re faced with rejection. So, I want to share with you another view on transferable skills: the Headhunter’s view.

We asked our friends at Executive Headhunters what advice they offer candidates who are looking to move to a new industry…

“It’s no secret that employers tend to favour candidates who have relevant industry experience. However, today’s employer is becoming more partial to shaking things up as they recognise the benefits of wider experience and an outside view as they strive for competitive advantages.

Ultimately it comes down to what the employer needs from the role.”

In what situations do you place candidates with transferable skills?

• Client wants to sell into a new market so requires a candidate who has worked in that market.
• Client wants a candidate who can facilitate opening up a new vertical.
• Client has a unique culture for their market and requires a candidate who shares the same values to lead a team.
• Client requires a highly organised, proven leader to manage a dynamic team.
• Client needs a candidate to manage a number of accounts or supplier relationships.

Which transferable traits often lead to successful placements?

• Advantageous knowledge of a different industry.
• Ability to sell in to other industries.
• Strong leadership qualities.
• Good communication.
• Research, planning and implementation abilities.
• Interaction and liaison skills.
• Similar culture and beliefs.

How can candidates sell themselves to employers in other industries?

Research favourable traits for your desired role(s)

This could be as easy as looking up a few job descriptions or checking out people who currently work in the role on LinkedIn and seeing what they promote as their key skills.

Identify and prove your skills

This sounds obvious but it’s easy to say you’re good a communicator, most people would say the exactly this, but how do you prove it? Use real examples of how you’ve used your communication skills to an organisation’s advantage.

Test the water – network and speak to people in the industry you are looking to move in to

Start climbing the ladder early and build a network of people who may help you now or end up being the source of an opportunity in the future.

Create a skills CV and bespoke applications that focus on how the skills you have will benefit the employer

There isn’t any point providing a list of irrelevant experiences to an employer – you won’t make it much further than the bin. Emphasise the relevant skills you have and illustrate how these skills will allow you to succeed in real-life scenarios.

Speak to a whole-of-market or generalist headhunter

Although headhunters don’t actively find roles for candidates (they find candidates for specific roles) they will be the people who are most likely to come across roles where transferrable skills are suitable. These kinds of headhunters sell themselves to clients as being able to fill roles with candidates from different industries so you’ll certainly be in the right ball park.

This is great advice from Executive Headhunters. Their whole approach is based on hiring people for roles from different sectors so it’s really helpful to get their take on transferable skills.

Of course, there’s further discussions to be had around transferable skills and the senior level jobs market, so if you’re trying to move into a new industry and want to talk things through, I invite you to book a complimentary career strategy call and you’ll receive some concrete, actionable tips to help you move forwards more quickly.

Getting Noticed by Executive Headhunters

There comes a time when the most likely source of a fresh executive career option is going to come via an executive search & selection firm. If this is so, how can you ensure you stay ahead of the pack? 

1. Raise your professional profile

One of the most effective ways of being identified as a key talent in your sector is to boost your visibility. So participate actively: speaking at events or conferences, joining professional bodies, and writing or being quoted in relevant articles or journals will all help raise your standing in the profession.

2. Be recognisably successful

The more recognisably successful you are, the more likely it is you’ll be approached by a search firm. People who stand out are easier to find.

Viewing yourself as successful isn’t sufficient; what matters is what your colleagues and competitors think. Are there enough people out there who will recommend you and suggest your name if asked for their opinion?

You need to make sure this is the case.

3. Build a distinctive and dynamic personal brand

Although the cultural fit between an individual and an employer will always be a vital element of the hiring decision, most executive search consultants will be looking for someone with a specific set of skills and experience. This means if you’re acknowledged as a specialist, you have much a chance of being identified as somebody worth approaching. So start building up your personal brand now.

4. Network relentlessly

A lot of people talk about networking but few actually do much about it. Networking effectively across your industry and profession is a powerful way to increase your chances of being noticed. Make an effort to stay in touch with talented and well-connected colleagues, whilst reaching out to new contacts who will be helpful in establishing your status and assisting in your future search.

5. Network consistently

The most successful networkers invest in their relationships consistently and over a long period of time. Fits and bursts of activity won’t cut it. A consistent approach is far more likely to reward you when the time for change arises.

6. Leverage social media

Social networking sites such as LinkedIn have changed some elements of the executive search process. Whilst the traditional approach remains valid, recruiters today will complement this with a range of online tools as part of their research process. It’s important for you to build a compelling social media presence profile. (Be sure to ensure that any of your articles, industry comments and/or PR are visible online and not just known in the limited physical world.)

7. Understand executive recruitment 

Executive recruitment consultants - the people who helped you earlier in your career - work on a high volume of roles and rely on a database of candidates, advertising and networking to ‘fill jobs’ as they arise. This type of recruiter is easier to contact and engage with, as they may be trying to build a large and varied talent pool, and they will be happy for you to be part of their database until such a time as they have something suitable to present as a career option.

8. Understand executive search

In contrast, executive search campaigns are intended to identify the best possible talent for a specific role and then persuade these individuals to consider applying formally for the position.

Whether or not someone is actively seeking to change jobs is normally irrelevant. The norm is for the consultant to make the approach - as opposed to the other way round - and this explains why you might not find it quite as easy as you’d like to get into direct touch with them.

The best executive search professionals are specialists, operating in a niche space. If you are highly relevant to their area of expertise, your paths are likely to cross and they will very likely to be happy to talk to you. Conversely, if you are not of direct relevance to them and/or they are not handling a suitable mandate, you may find that they will struggle to find time to meet you. 

9. Use a search firm for your own recruitment

One of the simplest ways of developing a relationship with an executive search firm is actually to use them to recruit for you in your present role. The strongest professional relationships are those that are truly beneficial to both parties: if you have discovered a search firm relevant to your own career development, contact them when you are hiring other staff: they will definitely take your call later. If you are already known to the them, they will also be more likely reach out to you on the occasion of a future search.

10. Are you a client or a candidate?

The answer to this question is usually ‘both, but not always at the same time’. 

Executive search consultants frequently end up placing people that they have first met as clients, and they often work for clients they first met as candidates.

It's worth remembering that a talented consultant may well be able to help your career as well as helping you find professionals for your organisation.

If, in the past, you decided not to take a call from a search firm in case they were looking for business, be aware that they might not take your call when you are on the hunt for a new job. The same is true in reverse, of course, so the best advice is to invest time in communicating with each other.

In concluding, if you adopt a few of these recommended practices, your profile will improve. So be prepared to 'sell yourself' when the inevitable contact from a headhunter comes your way. It's worth it. Whether it’s for a lateral or vertical move, executive recruiters and search consultants can often get you through a corporate door that might otherwise remain closed

Executive Headhunter - Fast Track Graduate Scheme - Leeds Mackenzie Stuart - Leeds, GB

Executive Headhunter - Fast Track Graduate Scheme - Leeds Mackenzie Stuart - Leeds, GB

Are you seeking a position that will enable rapid internal promotion, a fast track to management and a financially rewarding remuneration package to match? If so, joining the Manufacturing Division at Mackenzie Stuart could provide you with an excellent opportunity to join a highly successful and driven sales team who thrive on exceeding targets and breaking records. If you are a motivated individual with a passion to win, we want you to join our team. Due to organic growth the Manufacturing team is recruiting for a further three graduates to join the division and embark on an intensive training program that is monitored by our senior management team. You will be equipped with an in depth understanding of your sector that will allow you to quickly grasp the requirements of complex roles working with senior candidates within the manufacture of construction, agricultural and materials handling machinery. To be considered for the role you must meet one or more the following criteria; • Bachelors Degree OR • Previous sales experience B2C or B2B OR • Highly competitive personality OR • Have a real desire to build a long term and extremely lucrative career. We offer substantial financial incentives and rewards that are unprecedented within the industry. Working from our luxurious city centre office our first year consultants earn between £40,000 & £100,000. Our quarterly review program offers the opportunity for rapid increases to basic salary based on individual performance and determines the rate to which you will progress into management positions. Historically one of the best performing divisions in the company this is a fantastic opportunity to join a growing division in a lucrative and expanding market. If you are interested in learning more please contact Adam Valentine for more details. About Mackenzie Stuart Global Executive Search & Selection Mackenzie Stuart is a leading executive search and selection business. From our offices in Leeds & London we provide retained and contingency recruitment solutions across industry and have specialist recruitment consultants that work within the Oil & Gas, Mining, Infrastructure & Built Environment, Medical, Scientific, Healthcare, Finance, Banking, Insurance, Water, FMCG, Ingredients, Manufacturing, Chemicals and Logistics sectors.

International executive search and selection consultancy Mackenzie Stuart has experienced unrivalled growth in executive recruitment, building a strong brand and business platform thanks to a combination of clear focus, commitment and ambition.

Every Mackenzie Stuart consultant has the experience, knowledge and support to be an expert in executive search and selection and in the specific sector they specialise in. These include Oil & Gas, Mining, Infrastructure & Built Environment, Medical, Scientific, Healthcare, Finance, Banking, Insurance, Water, FMCG and Logistics sectors. 

Our consultants operate with an extensive network of contacts and invest considerable time and energy in understanding and then achieving the recruitment requirements of both clients and candidates alike. This ensures high standards of service are maintained throughout the executive recruitment process whilst guaranteeing targets are met.

Associate Partner/Trainee Headhunter Competitive Salary & Un-Capped Commission Dunleavy White - London, United Kingdom

Associate Partner/Trainee Headhunter 

We are now looking for driven and ambitious graduate calibre individuals to join the team. Dunleavy White has a strong reputation for high levels of service and delivering results for both our clients and candidates.

This is an exciting opportunity where you will not only be generating your own accounts and revenue but getting involved in the business practices and being part of the development of the company.

Competitive salary and uncapped commission.

Job Profile:

• Assignments range from Board/'C-level' Exec through to VP and Director levels.
• Supported by a well trained and experienced delivery team.
• Opportunity to generate an immediate revenue stream by working on assignments with other consultants.
• BD activity - market mapping, targeting key accounts, attending national and international conferences.
• Attending client pitch meetings and contract negotiations.
• Developing existing account relationships.
• Networking.
• Targeted candidate promotion.
• Contributing to the business strategy and development of sales & marketing collateral.
• Based in Greater London.

Person Profile:

• Proven track record of success.
• Team focussed.
• Enjoys the challenge of a sales environment.
• Passionate and highly motivated.
• Conscientious.
• Thrives in a dynamic client facing role.
• Driven and ambitious.
• Consultative approach.

Skills Profile:

• Excellent verbal and written communication skills.
• Entrepreneurial spirit with can do attitude
• New business and account development skills.
• Someone looking for the opportunity to build a practice or also suitable for a recruiter who wants a career in executive search.

Please note that we will only contact those candidates that we assess as suitable for the positions we have currently available based on their experience, training and skills. If you do not hear from us within 5 working days from your registration, please accept our apologies but we are unable to help you on this occasion.

Graduate Trainee Headhunter SuperGrad - London

A exciting opportunity to become a Headhunter within one of our market-leading clients, perfectly suited to an ambitious Graduate confident in their capabilities.

Assuming you would like to work in the heart of the City, within a fast-paced industry and with genuinely great earning potential, then this could be your dream job. To be truly successful, your background will not be as relevant as your attitude towards success and what you are looking to achieve, so if you are genuinely committed to building a trialblazing career in the city, apply now.

THE BENEFITS

Working as a headhunter / executive recruitment consultant at the top end of the recruitment industry can be incredibly rewarding. It’s an opportunity to start a career where you will see your impact on a daily basis, get to work alongside extremely talented people and enjoy an environment that will challenge and inspire in equal measure to maximise your career development.

• Starting basic salary of £20-24k
• Market leading commission structures with realistic OTE’s of £40-45k year 1 and £65k+ year 2
• Fantastic career progression based on the targets you achieve
• Leadership development plans and full support driving your continuous development
• A vibrant team that values friendly competition
• Control over how you will manage and grow your part of the business
• You will get to hone your communication skills and become a consummate consulting professional
• Great rewards for hard work such as lunch clubs, trips abroad, City breaks and team prizes
• An energising work environment which you will want to come into on a Monday morning
• Other benefits such as duvet days and gym memberships
• A social atmosphere with regular team nights out

THE JOB

Working as a headhunter at the top end of the recruitment industry will be challenging.

Your clients will range from some of the most successful brands in the world to much smaller, highly specialised firms that operate within a particular niche. Your candidates will be conscientious and career-minded professionals that can add real value to these organisations and your job is to bring the two together by:

• Researching leads for candidates and clients and then cold-calling these to initiate relationships
• Regularly meeting with clients and candidates in your office and at locations across the city
• Selling in a Business to Business (B2B) environment
• Organising interviews and managing candidates through the process
• Mediating between client and candidate and negotiating contracts
• Maintaining constant communication by phone, email and face-to-face
• Responsible for generating new business and having a strategy for how this will be achieved
• Managing and deepening existing relationships with high-end clients

Trainee Headhunter GQR Global Markets - Westminster, London

GQR is continuing to grow at an impressive rate. With 4 international offices in 6 years and operational in 3 economic regions we focus on lucrative, future driven markets. This has been achieved through sheer drive, relentless work ethic and hiring the best talent to organically grow and expand this exciting business.

In the fast paced world of recruitment every day provides challenges and excitement providing the possibility for each day to be productive and lucrative. We are keen to speak with graduates with a strong academic background (or equivalent), relentless work ethic, ambition and the desire to make life changing amounts of money!

You will be responsible for the full 360 recruitment lifecycle of your business and will have a focus on one of our 3 lucrative sectors – Banking & Finance, Commodities & Energy and Technology. As a company we pride ourselves on being the best within our field, our Headhunters have a vast knowledge of their sector meaning an intellectual curiosity and ability to process sophisticated information is a must.

Key responsibilities include engaging with candidates, developing new business, negotiating complex deals, market mapping, client meetings and headhunting to name a few. New hires will quickly become responsible for managing relationships and developing profit streams.

Our market leading commission structure (30-50%) means successful headhunters can be earning in excess of £100k by their third year however the record first year pay check totals £133,373. As well as the opportunity to earn a life changing amount of money GQR offers an exciting and rare career platform for entrepreneurial, ambitious and hardworking individuals with our fast track management programme meaning Director positions are attainable within 3-5 years.

Additional incentives for our top performers include yearly trips (Las Vegas, Miami, British Virgin Islands), annual ski holiday, quarterly weekend trips, weekly company socials (drinks at The Shard, Michelin star restaurants), late starts and early finishes.

If you are looking for an exceptional career with the earning potential to match please send an up to date CV to careers@gqrgm.com FAO Harriet Blackman-Wright.