The process of  recruiting executives has evolved continuously since it was first introduced, as earlier executives were never hired but rather existing employees were promoted instead. The executive search lens has broadened despite remaining true to the initial concept of finding talent for high-level positions. It is no longer only seniority that determines what is considered ‘critical talent’ in an organization – a wide range of specifications are now considered crucial. Hence Robbert Murray which provides the best headhunting services in Saudi-Arabia, has evolved themselves as well in headhunting Job Seekers know that a headhunter can lead them to opportunities that might not have been available otherwise, and employers often rely on them to fill those high-level jobs.

Headhunters like to maximize their paychecks

The fees paid to headhunters are typically based on the candidate’s total earnings during the first year, including both salary and bonuses. Surprisingly, this figure typically ranges between 25-33%. It can be said that a headhunter is both a salesperson and a matchmaker if you use this method.

Headhunters really do HUNT

Sometimes headhunters try to divert successful employees away from their current companies instead of taking clients who come to them. Candidate may be offered a better job opportunity, a higher salary, or a larger role within the company. Robbert Murray, one of the top headhunting firms in Dubai, provides headhunting services to help you instill the right culture within your business, we source the finest candidates for leadership positions.

Headhunters only fill about 3% of jobs

You may or may not benefit from this, depending on your luck. It’s possible that headhunters will find you some of the most lucrative jobs of your life, or provide you with some of the best candidates in history, but they shouldn’t be the only source you use to find a job or a candidate.

There are two types of headhunters

Two types of headhunters exist: contingency and retained. Contrary to recruiters, contingent headhunters are paid only once a candidate is hired by a company. Recruitment for top-level positions is carried out by retained headhunters.
Successful headhunting requires precise action and an intricate process which is what a head-hunter in UAE from Robbert Murray’s team does. Finding the right person for your business can elevate it and put it in a better position against the competition, so it is worth the time and effort.
The function of executive recruitment has been continually evolving from the past few years. While it has remained true to this initial concept of searching for talent to fulfil high-level positions, the lens of executive recruitment has broadened. What is now considered ‘critical talent’ in organizations can relate to any number of specifications – not just seniority.

FAQs

What is meant by headhunting?

Headhunting refers to the targeted approach of identifying and recruiting highly skilled or senior-level professionals, often those not actively seeking new roles. It involves direct outreach by recruitment specialists to attract top talent for specific, high-impact positions.

What is meant by headhunting in recruitment?

Headhunting in recruitment is a proactive strategy used to identify and approach highly qualified professionals for specific roles, typically at the executive or specialist level. Unlike general hiring, it targets individuals who may not be actively looking for a job but are ideal fits for critical positions.

Why is it called headhunting?

The term “headhunting” comes from the idea of actively seeking out the “head” or top talent of an organization. It refers to the strategic process of identifying and approaching high-level professionals—often those not actively job hunting—for key leadership or specialist roles. The focus is on securing the best fit, not just available candidates.

What is the difference between headhunting and sourcing?

Headhunting is a targeted approach used to identify and directly engage high-level or hard-to-find professionals, often for executive or specialized roles. It focuses on candidates who are not actively looking for jobs. Sourcing, on the other hand, involves identifying a broader pool of potential candidates—both active and passive—through databases, job boards, and online platforms. While sourcing casts a wide net, headhunting is more focused and personalized

What is the difference between HR and headhunter?

HR and headhunters both play roles in talent acquisition, but their focus and functions differ:

• HR (Human Resources) is an internal department responsible for managing employee relations, recruitment, onboarding, compliance, and company culture.
• Headhunters are external recruitment specialists who focus on sourcing top-tier or hard-to-find candidates, often for executive or highly specialized roles.
• HR manages the full employee lifecycle, while headhunters are typically involved in identifying and attracting talent from outside the organization.