In a tight labour market and competitive sectors, finding the right candidate is no simple task. Particularly when it involves critical roles at director, board or senior management level. In such cases, organisations in the Netherlands often engage a headhunter. But what exactly does a headhunter do, and why do so many companies use headhunting?
Make a enquiryOn this page, we explain what headhunting involves, when it's relevant and what the benefits are. We'll take you through the headhunting process and provide guidance on choosing the right headhunter. You'll also discover in which sectors headhunters make a difference and what to expect in terms of costs and approach.
Headhunting is a specialised form of recruitment where candidates are proactively approached, often without actively seeking a new role themselves. Unlike traditional recruitment, where a vacancy is advertised and candidates apply, headhunting works through executive search. This involves specifically seeking professionals with a unique profile, relevant experience and proven impact.
Imagine you're looking for a CFO with experience in international acquisitions, or an IT director who has led digital transformations. Such candidates rarely respond to job advertisements. But through targeted headhunting, with market knowledge and a personal approach, you can still attract the right person.
Headhunting requires a different approach to recruitment. Less volume, more precision. It's about network, research and persuasion. Particularly for key roles, this executive search is the most effective route to talent.
Engaging a headhunter is particularly valuable when it concerns key positions within the organisation. Think of C-level roles, board members or supervisory board members, or highly specialised experts. In such cases, finding the right candidate isn't simply a matter of posting a vacancy. The right people are often not actively looking. And that's where executive search comes in.
Headhunting also provides a solution for hard-to-recruit talent, for instance in sectors with an acute shortage of qualified professionals such as IT, finance or healthcare. Additionally, it's the ideal solution for confidential recruitments, such as succession planning in the management team or strategic restructuring.
Executive search via an experienced headhunter prevents lengthy procedures, loss of knowledge or momentum, and guarantees a targeted approach. It's a genuine investment in the continuity, quality and future of your organisation.
With over 50 years' experience, Odgers combines deep market insight with a holistic approach that looks beyond the CV. We identify candidates based on cultural fit, strategic vision and future perspective. Leaders who not only suit your current context, but are also prepared for tomorrow's challenges.
Discover our approachMost candidates are passive candidates: they're open to a new challenge but aren't actively searching. They don't respond to vacancies and are therefore invisible through traditional channels. This group forms the hidden talent market—a valuable source of talent that's only accessible with the right approach.
An experienced headhunter knows how to engage, interest and persuade these professionals. By searching specifically within this network of passive candidates, a far more powerful candidate field emerges. This not only expands the talent pool but also increases the likelihood of a genuinely suitable match.
A headhunter streamlines the entire selection process from start to finish. Following a thorough profile analysis, the executive search begins, with a targeted search for candidates who fit the role, sector and your organisational culture. Only the most suitable candidates are presented, based on substantive competencies and cultural fit.
This means: no wading through stacks of CVs or conducting interviews with doubtful cases. You save valuable time in the recruitment process and increase the chance of a genuinely successful match. Through this targeted pre-selection, you find the right candidate for a key position faster, without compromising on quality.
Odgers' headhunting process always begins with a thorough intake. Together we explore the role, strategic context, company culture, desired leadership style and long-term ambitions. This analysis forms the basis for a sharply formulated profile, including hard requirements, desired experience and cultural parameters.
We then start active recruitment. Through our international network, thorough market analysis and benchmarking, we map the relevant candidate market. Based on this overview, we select potential professionals and approach them personally. Always with discretion, timing and respect for their current situation.
Following an initial round of conversations, we compile a longlist. The most promising candidates are then extensively interviewed and assessed on experience, behaviour, motivation and growth potential. This results in a shortlist of candidates.
You receive a clear, objective overview of each profile and are fully guided through the further steps of the search. From initial meeting to offer, and from contract discussion to successful onboarding.
The cost of a headhunter depends on the type of assignment, the complexity of the profile and the chosen pricing model. Many firms work on the basis of a percentage of the placed candidate's gross annual salary. The common models are:
At Odgers, you always receive transparent insight into the costs and what you receive in return. Our investment in preparation, network, analysis and guidance always pays off in quality and sustainability.
The IT sector is developing at lightning speed. New technologies, changing regulations and digital transformation demand agile leadership. At the same time, candidates with in-depth technical expertise are scarce.
A specialised IT headhunter knows exactly where these professionals are and how to persuade them to make a move. Whether it involves roles in cybersecurity, data analysis or development, with targeted tech recruitment, crucial IT positions are filled faster and better.
Successful commercial profiles make the difference between growth and stagnation. Think of sales directors with a strong network, or marketing leaders who flawlessly combine brand and customer strategy. These people rarely respond to vacancies.
An experienced sales headhunter knows where these professionals are and how to approach them. Through targeted marketing recruitment, we search not only for experience but also for demonstrable impact and cultural fit. This way you attract the right commercial talent at the right moment.
Within finance and consultancy, discretion, experience and strategic insight are crucial. Think of CFOs, risk managers or partners with specific sector knowledge. A specialised finance headhunter understands the importance of care and reliability in every step of the process.
Consultancy headhunters focus on leaders with analytical capability and the soft skills to persuade clients. By searching specifically within the right networks, we reduce the risk of mismatches and strengthen the continuity of your organisation.
Engaging a headhunter is not an everyday decision. It concerns crucial roles and a long-term impact on your organisation. Therefore, choose the best headhunter who fits your needs and context. Consider these factors:
At Odgers, we combine these factors. We operate in 32 countries with more than 450 consultants, and have delivered successful executive search results in the Netherlands for decades. Transparent, focused and reliable.