What does a headhunter do?

Headhunters proactively identify, approach, and recruit candidates for senior positions—often targeting passive candidates who aren't job searching. They typically work on retained engagements with dedicated research.

When should a company use a headhunter vs recruiter?

Use executive search (headhunter) for C-suite, VP+, or highly specialized roles requiring confidential, targeted approaches. Use contingent recruiters for professional and mid-level positions where speed and cost-efficiency matter.

What's the difference between retained and contingent recruiting?

Retained: client pays upfront retainer regardless of outcome, exclusive engagement. Contingent: fee paid only when hire is made, often non-exclusive. Retained is typical for executive search; contingent for professional roles.

Why do people use headhunter and recruiter interchangeably?

As all recruiting has become more proactive (sourcing passive candidates), the traditional distinction has blurred. Today, engagement model (retained vs contingent) and specialization matter more than the title used.

What does a headhunter do?

Headhunters proactively identify, approach, and recruit candidates for senior positions—often targeting passive candidates who aren't job searching. They typically work on retained engagements with dedicated research.

When should a company use a headhunter vs recruiter?

Use executive search (headhunter) for C-suite, VP+, or highly specialized roles requiring confidential, targeted approaches. Use contingent recruiters for professional and mid-level positions where speed and cost-efficiency matter.

What's the difference between retained and contingent recruiting?

Retained: client pays upfront retainer regardless of outcome, exclusive engagement. Contingent: fee paid only when hire is made, often non-exclusive. Retained is typical for executive search; contingent for professional roles.

Why do people use headhunter and recruiter interchangeably?

As all recruiting has become more proactive (sourcing passive candidates), the traditional distinction has blurred. Today, engagement model (retained vs contingent) and specialization matter more than the title used.

Recruiting

What is Headhunter vs Recruiter?

Q: What's the difference between a headhunter and a recruiter?

Traditionally, headhunters focus on executive-level searches with retained engagements, while recruiter is the broader term for all hiring professionals. In practice, the terms are often used interchangeably today.

Definition: Headhunter traditionally refers to executive search professionals who proactively target senior candidates on retained engagements, while recruiter is the broader term for all hiring professionals; the distinction has blurred in modern usage.

Also known as: Executive Recruiter, Executive Search, Search Consultant, Talent Scout

Quick Summary

TL;DR

While often used interchangeably, headhunter traditionally refers to executive search professionals who proactively target and recruit senior-level candidates, typically on a retained basis. Recruiter is the broader term covering all hiring professionals. The distinction has blurred as recruiting has become more proactive across all levels.

Retained

typical headhunter engagement model

Key Facts

Headhunter Focus

Executive/senior level

Traditional definition

Engagement Model

Retained vs contingent

Business model

Approach

Proactive targeting

Methodology

Terms Often

Used interchangeably

Modern usage

Why Understanding the Distinction Matters

Using the right recruiting partner for the right situation affects outcomes and costs. Executive searches require different approaches than volume hiring. Understanding terminology helps communicate needs clearly, set appropriate expectations, and structure engagements properly. The terms are often confused, leading to misaligned expectations.

Common Pain Points

1Confusion about when to use executive search vs contingent recruiting
2Misaligned expectations about engagement models and costs
3Using wrong approach for role level or search complexity
4Unclear terminology in vendor conversations

When to Use Each Approach

Match the recruiting approach to the role and situation.

1
Executive Search (Headhunting)
Best for: C-suite, VP+ roles, board members, highly specialized positions. Retained engagement, dedicated search team, confidential approaches.
2
Contingent Recruiting
Best for: Professional, mid-level, technical roles. Fee paid only on successful placement. Multiple agencies may compete on same role.
3
In-House Recruiting
Best for: Volume hiring, roles hired repeatedly, strong employer brand. Lower per-hire cost when volume justifies internal team.
4
Hybrid Approaches
Container searches (retainer + contingent), RPO for volume, and project recruiting blend models based on specific needs.

Result

Match the engagement model to role level, urgency, and complexity.

Headhunter vs Recruiter Deep Dive

Traditional Distinctions

Historically, headhunters focused exclusively on executive search, working retained engagements with deep research and targeted outreach. Recruiters handled broader hiring needs, often reactively through job postings and applicant processing. These lines have blurred as all recruiting has become more proactive and specialized.

Headhunter (Traditional)

Executive searchRetained, targeted

Recruiter (Traditional)

All-level hiringContingent, broader

Modern Reality

Significant overlapTerms often interchangeable

Retained vs Contingent Models

The real distinction is often engagement model, not title. Retained search (typical for headhunting): client pays upfront retainer, exclusive engagement, dedicated resources. Contingent search: fee paid only upon successful hire, often non-exclusive, recruiter allocates effort based on likelihood of fill.

Modern Recruiting Landscape

Today, most professional recruiters engage in proactive sourcing regardless of role level. The term 'headhunter' has become more casual, sometimes meaning any external recruiter. What matters more than terminology: engagement model, specialization, search methodology, and track record.

Common Misconceptions

Headhunters and recruiters are completely different professions
All external recruiters are headhunters
Headhunters only work on C-suite roles
The terms have precise, universally agreed definitions

Executive Search vs Contingent Recruiting

Key differences in engagement model
Factor	Executive Search	Contingent Recruiting
Fee Structure	Retained (upfront + milestones)	Success-based only
Typical Roles	C-suite, VP+, Board	Professional, mid-level
Exclusivity	Usually exclusive	Often non-exclusive
Search Depth	Comprehensive research	Database + network focused
Fee Range	25-35% of compensation	15-25% of salary

Key differences in engagement model

Frequently Asked Questions

Explore More

Support Your Recruiting Practice

Professional resume formatting for any engagement model

Learn About iReformat See How It Works

Enterprise-grade securitySetup in minutesNo credit card required

Quick Summary

Key Facts

Why Understanding the Distinction Matters

Common Pain Points

When to Use Each Approach

Executive Search (Headhunting)

Contingent Recruiting

In-House Recruiting

Hybrid Approaches

Headhunter vs Recruiter Deep Dive

Traditional Distinctions

Retained vs Contingent Models

Modern Recruiting Landscape

Common Misconceptions

Executive Search vs Contingent Recruiting

Related Terms

Frequently Asked Questions

1What's the difference between a headhunter and a recruiter?

2What does a headhunter do?

3When should a company use a headhunter vs recruiter?

4What's the difference between retained and contingent recruiting?

5Why do people use headhunter and recruiter interchangeably?

Related Resources

Explore More

Support Your Recruiting Practice