Why Senior Leaders Can't Afford to Ignore Headhunters (Even in the Age of LinkedIn)
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The hidden cost of going direct and why executive search relationships matter more than ever
You're on LinkedIn, and applications are one click away. In-house recruiters are sliding into your DMs. So why do you need headhunters?
Here's what most senior executives don't realise until it's too late: Going direct through an advert might seem like the only option, and it might feel efficient, but it's costing you opportunities, leverage, and money.
I’m a former headhunter, and after decades in executive search and now coaching leaders through transitions and job searches, I know that the executives who maintain strong relationships with headhunters land better roles, negotiate superior packages, and navigate transitions more strategically than those who don't.
Let me explain why and why now, more than ever, these relationships are your secret weapon.
The Fatal Mistake: Treating Headhunters Like Order-Takers
The uncomfortable truth: If you're not 'actively looking,' you're probably ignoring headhunters.
You neglect those relationships.
You don't reply to messages.
You risk slipping off the radar and missing opportunities you didn't even know existed.
And then when you suddenly need them after an unexpected redundancy, during a career pivot, when you're ready for your next move, you're starting from zero.
Even if you're not actively seeking new opportunities, recruiters are your eyes and ears in the industry. They know which companies are thriving, which are restructuring, where the growth is happening, and where you fit in that landscape.
This shouldn’t be a transactional relationship.
Why Building Headhunter Relationships Is Like Building Any Strategic Partnership
Think of it as a long-term career relationship.
These relationships compound over time. The headhunter who knows your career trajectory, understands your values, recognises your ambitions, and has witnessed your evolution is infinitely more valuable than someone seeing your LinkedIn profile for the first time.
It's a getting-to-know-each-other process that helps you get on the radar for the best-fit opportunities often before they're even formally briefed.
The Easiest Way to Build Recruiter Relationships (Even When You're Not Looking)
The easiest way to build those relationships is to take the call, answer the DM, or reply to that email, even when you're not actively looking.
I understand you're busy, and unsolicited messages can feel intrusive. But if they’re working on something relevant or interesting, it might be worth having a quick conversation.
If the opportunity or timing isn't right for you, recommend someone suitable. Connect great people to good recruiters. This generosity positions you as a connector and keeps you front of mind.
Not all jobs are advertised on LinkedIn. Executive recruiters and headhunters should be part of your career and job search strategy as they have access to opportunities you'll never see publicly.
The LinkedIn Illusion: Can Direct Applications Work at Senior Levels?
At executive levels, the game is entirely different.
When you apply directly through LinkedIn or engage with in-house recruiters without representation, you lose something critical: an advocate in the room when you're not there.
Let me break down exactly what you're missing:
What a Good Headhunter Does That You Can't Do for Yourself
1. They Pitch You Before You Interview
A headhunter who knows you well doesn't just send your CV. They position you strategically.
They explain why your experience at Company A is directly relevant to the challenge at Company B. They contextualise that career gap or sector switch. They highlight achievements that might not be obvious on paper.
You can't pitch yourself this way. Even the best-written CV is a static document. A trusted headhunter's verbal positioning is more reassuring and creates context and interest in your relevance.
2. They Prepare You for What's Really Being Assessed
In-house recruiters tell you the role requirements. Headhunters tell you what the company actually cares about and what concerns they might have about your background.
Is the CEO worried about your lack of direct luxury experience? Does the board have reservations about your last role being too operational versus strategic? Is there a cultural fit concern given that you've only worked in large corporates, and this is a scale-up?
A good headhunter gives you the intel you need to address concerns proactively, often before they're even articulated in the interview.
3. They Handle Objections You'll Never Hear Directly
Here's what happens in the debrief meeting after your interview when you're not in the room:
"She was impressive, but I'm concerned she's too corporate for our culture." "He seemed great, but can he really handle the pace here?" "I liked her, but that gap in her CV makes me nervous."
When a professional headhunter represents you, someone is managing those objections.
"Actually, let me give you context on why she left that role. "He’s had to operate in high-pressure environments, and here's specifically how..." "That gap was an intentional sabbatical, and here's what she accomplished during that time..."
When you don’t have an intermediary, those concerns become rejection without you ever knowing why.
4. They Manage Negotiations Without Damaging Relationships
This might be the most valuable service of all (for both parties)
When you negotiate your own package, you're balancing competing priorities:
Securing fair compensation
Not appearing greedy or difficult
Preserving the relationship before you've even started
Understanding what's truly negotiable versus firm
It's nearly impossible to advocate for yourself while simultaneously building trust with your future employer.
A headhunter removes that tension entirely.
They can push back on compensation, benefits, equity, sign-on bonuses, relocation support, and title considerations, all while you remain the gracious, excited candidate eager to join.
They know market rates. They know what's been approved for similar roles. They’re objective and maintain professional distance, making negotiations smoother and less likely to drag on.
5. They Help You Onboard Successfully
The relationship doesn't end when you accept the offer.
A good headhunter checks in during your first 90 days. They help you navigate early challenges. They provide perspective when you're questioning whether you made the right decision (completely normal, by the way).
They're an outside sounding board with insider knowledge of both you and the organisation.
The Two-Way Relationship: What Headhunters Actually Want from You
Here's what makes this relationship work long-term: It's genuinely reciprocal.
What they want from you:
Honest conversation about your career trajectory and goals, even when you're not looking
Recommendations for other strong candidates in your network who might fit the roles they're working on
Market intelligence about your sector, company challenges, and emerging trends
Responsiveness when they reach out, even if it's to say "not right now, but let's stay connected"
Feedback when they present opportunities that don't fit, so they can get it right in the future
What you get in return:
Visibility into the hidden job market for roles that aren’t advertised
Market intelligence about compensation trends, company reputations, and sector shifts
Strategic career advice from someone who sees hundreds of career trajectories
Professional representation when the right opportunity emerges
A long-term advocate who becomes more valuable every year they know you
The ROI of Headhunter Relationships
Let's get specific about what these relationships are worth:
Scenario 1: Direct Application
You apply through LinkedIn
Your CV sits in a pile with hundreds of others
If you're lucky, you get a screening call
You interview with no insider preparation and support
You are called back for further meetings, perhaps with guidance from HR
You are offered the role, but don’t feel you can negotiate terms, so you accept the initial offer
Scenario 2: Headhunter Representation
Headhunter knows you're interested in this type of role
They position you strategically before your CV is even shared
You get detailed prep on company concerns and what success looks like
They manage objections in real-time during the process
They help you negotiate an enhanced offer based on your package and market data
How to Cultivate Warm Relationships with Headhunters (When You're Not Job Searching)
It's no secret that a warm lead is preferable to a cold call. So how are you cultivating warm relationships with key recruiters in your sector?
Start with these actions:
Respond to outreach, even when you're not interested in the specific role
"Thanks for thinking of me. This particular role isn't right, but I'd love to stay connected."
"I'm not looking currently, but I know someone who might be perfect for this. Have you thought about X?”
Be generous with introductions and recommendations
When a headhunter asks, "I’m looking for X, who’s the best person?", actually help them
Make quality introductions to talented people in your network
Share market intelligence
When you have genuine insights about sector trends, please share them
Help headhunters understand the challenges companies are facing
Stay visible in your industry
Speak at conferences, participate in panels, and share your expertise
Headhunters notice visible leaders
Have annual check-ins with 3-5 key headhunters in your sector
Brief coffee or Zoom conversation for relationship maintenance
Update them on your current role and future aspirations
What NOT to do:
Ghost headhunters when you're happily employed, then expect immediate help when you need it
Only reach out when you're looking for a new role
Don’t turn up to a call expecting them to do all the thinking and come up with creative solutions
Treat them like your personal career counsellor without reciprocating value
Why This Matters More Now Than Ever
The current job market.
LinkedIn and direct applications have made job searching feel more accessible, but they've actually made executive-level hiring more complex.
Companies are overwhelmed with applications. In-house recruiters are stretched thin. Hiring managers are seeing hundreds of profiles that look similar on paper.
In this environment, differentiation matters more than ever, and that's precisely what headhunter representation provides.
The Strategic Approach: Your Headhunter Network as Career Insurance
Of course, you'll have your go-to headhunters, those you've known for years who will always take your call. But if opportunities at your level aren't appearing, it's time to cultivate new connections.
Have you got a strategy for that?
Your headhunter network should include:
2-3 "anchor" relationships: Headhunters who've known you for years, understand your trajectory, and will always try to help you
3-5 "sector specialists": Recruiters who focus specifically on your industry (luxury, fashion, retail, etc.) and know all the key players
2-3 "functional experts": Headhunters who specialise in your role (CMO, CFO, COO, etc.) across sectors
1-2 "emerging relationships": Newer recruiters you're cultivating as they build their practice
This network becomes your career insurance policy.
The Bottom Line: What Headhunters Add
After decades on both sides of this relationship, as a headhunter and now as a coach, I know that leaders who build strong relationships with executive search consultants consistently achieve better career outcomes than those who don't.
Headhunters provide:
Access to opportunities you won't see publicly
Intelligence about the market, companies, and compensation
Positioning that differentiates you from other candidates
Advocacy when you're not in the room
Leverage during negotiations that translates directly to money in your pocket
Support during onboarding and throughout your tenure
In an age where everyone can apply to everything, representation is the competitive advantage.
Your Action Plan This Month
If you're currently employed and content:
Identify 3-5 headhunters who specialise in your sector or function
Respond to their next outreach even if it’s to say "not now, but let's stay connected"
Offer to introduce them to one strong person in your network
Schedule one coffee or Zoom conversation to build the relationship
If you're actively searching:
Reach out to headhunters proactively, don't just apply to LinkedIn jobs
Be transparent about your search parameters and timeline
Ask for market intelligence and guidance on positioning
Be responsive and professional throughout the process
Remember, this is a long-term relationship, not just a transaction
If you're contemplating your next move:
Have confidential conversations with trusted headhunters about what opportunities might exist
Get their perspective on your market value and positioning
Test the market without publicly signalling you're looking
Build your external visibility to increase headhunter interest
The Final Word
Going direct feels modern and efficient. But at senior levels, the most sophisticated leaders know: the best opportunities rarely come through public channels.
They come through relationships. Through advocates. Through people who know you well enough to position you strategically and care enough to fight for you when you're not in the room.
Don't underestimate the power of an intermediary who has your back when it comes to your next role, next package, and your next chapter.
How strong is your headhunter network? What's one action you'll take this week to strengthen it?
I'd love to hear your experiences, both positive and negative, with executive recruiters.
And if you're realising your network needs some strategic development, let's talk.
Because navigating executive search relationships is exactly the kind of career intelligence that separates leaders who thrive from those who struggle.
—Tracy
Tracy Short is a former executive headhunter turned personal leadership coach and career strategist, specialising in senior executives in fashion, luxury, and lifestyle sectors. She's spent decades on both sides of executive search and now helps leaders navigate career transitions strategically.