Headhunting vs. regular search

Headhunting allows you to choose from the best candidates on the market and this, combined with the high speed of selection, the high level of confidentiality and other values, makes headhunting the main method of recruitment for the best result. In a regular public search, you have to accept:


waiting for candidates to send their CVs.


uncertainty about whether the best candidates will find out about the vacancy.


a large number of completely irrelevant CVs received.


possibly zero CVs over the entire selection period (especially common for IT selections).


cost of publishing an advertisement, often without any benefit.

Headhunting does not have all these disadvantages.

The headhunting process

What are the benefits of headhunting?

Benefit 1

More candidates

The headhunting process, unlike a regular public search, involves all eligible labour market participants, regardless of whether they are looking for a job at the time. This is why the headhunting process always attracts a larger number of suitable candidates.

Benefit 2

Increased eligibility

Headhunting allows for a long list of candidates to be drawn only from the eligible candidates, i.e. only from the eligible sample. This is why the eligibility of candidates is maximised, allowing the employer to make the best possible decision on the most suitable candidate.

Benefit 3

Sometimes the only possible way to search due to confidentiality

When the selection process needs to be completely confidential, headhunting becomes the only possible way to find employees. During the headhunting process, confidentiality is the responsibility of the recruitment project manager, as neither the employer’s side nor the candidate’s side directly communicates with each other and no confidential information is exchanged until both parties agree.

Selection standards

Let’s work together

Indigroup’s goal is to be the only recruitment partner for the client and the only job search channel for the manager and the professional

Headhunting as the main or additional search method

We use headhunting as the main method in each employee search. Statistically, as many as 80% of the candidates our clients sign up for jobs reach their clients through headhunting. By comparison, public searches generate only 15% of signed employment contracts, and referrals account for 5%.

What is the difference in the result of a headhunt?

Regular search

In a regular public search, you don’t know how many suitable candidates will find out about the vacancy. In this case, the outcome of the recruitment process is determined by factors beyond your control.



Headhunting services allow us to cover the entire market of suitable candidates, which means a much higher final number of candidates.

Frequently asked questions

What is headhunting?

Headhunting is a recruitment process that targets passive labour market participants, i.e. candidates who are not looking for a job on their own. This is the exact opposite process to public search. In this case, the best candidates in the market are selected, but it must be noted that the content and presentation of the offer must be attractive to their interest.

What is the cost of the headhunting service?

Headhunting is an integral part of any recruitment process and its cost depends on the overall package: the length of the guarantee, the length of the selection process, the level of the position. The fee is normally calculated in weights, which are multiplied by the position’s expected remuneration before tax. There is also an advance payment and a success fee for recruiting a candidate. In Indigroup’s pricing, the placement fee is always higher than the advance payment.

Who carries out headhunting?

Successful headhunting requires a high-quality and up-to-date database and a team member able to use the database to compile long lists of candidates according to necessary and desirable requirements. There is also a need for a separate recruitment specialist (or the same specialist can do this) who has the knowledge of the position’s field of expertise, which will be needed to communicate with passive candidates.

Does headhunting have only advantages or are there disadvantages?

The results of headhunting are clearly the best compared to any other recruitment method, but the main disadvantage of headhunting is that it requires a lot of rather expensive tools: a large structured database, a dedicated headhunter, a good image of the headhunting company in order to attract passive candidates, experience in creating value propositions for the market of passive candidates etc. Headhunting therefore requires much more preparation and resources than a regular public search

Why choose headhunting?

Headhunting is an essential part of the recruitment process, whether you are looking for a specialist or a top manager. If a recruitment agency does not carry out headhunting, then it cannot provide a quality recruitment service. Therefore, headhunting should not be a separate option, but should be included in the recruitment firm’s service package as one of the main channels for attracting candidates.

Which positions require headhunting?

Headhunting is required for all positions with specific professional requirements. The headhunting includes both top management positions and specialist roles (e.g. product manager, programmer, procurement project manager, etc.). The only part of recruitment projects where headhunting is not relevant is the recruitment of junior professionals or paid trainees. Such professionals are normally self-motivated to participate in the recruitment agency’s searches and there is no need to use headhunting in such selections.

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