When you’re looking to hire top-tier executives, choosing the right search partner is everything. But how do you know you’re getting the expertise you’re paying for? Ask these 5 questions to make sure you’re hiring the right headhunter — not just a firm.
1. Will you personally conduct all outreach and interviews, or will junior associates lead our search for research, outreach, and initial rounds?
Why it matters: When it comes to executive search, you’re hiring the headhunter, not the firm. You need the assurance that the senior recruiter will be directly involved throughout the process — delivering the expertise and finesse that you expect.
2. Will you attend all interviews our panel conducts with your candidates?
Why it matters: Search partners should be present during interviews. They can instantly calibrate feedback, help adjust strategy, and provide real-time insights. This saves you valuable time on re-aligning feedback loops and avoids disqualifying great candidates due to miscommunication or misunderstandings.
3. Will you meet every final shortlisted candidate in person?
Why it matters: Face-to-face meetings are critical when making leadership hires. A phone or Zoom call only goes so far. Your search partner should meet candidates in person to assess soft skills, cultural fit, and overall presence — details you can’t fully capture virtually.
4. Will you draft our position brief, help shape our interview process, and manage inbound applications from postings, referrals, and internal candidates?
Why it matters: An effective search partner collaborates closely with your team from start to finish. They should help create an accurate, compelling position brief and ensure the interview process is structured to identify the right person for your company. Managing inbound candidates and referrals is just as important as the external search. While postings are not considered a best practice in recruiting, they will manage this inflow if necessary by state law.
5. How will you handle communication and feedback during the search process?
Why it matters: Transparency is key. You should expect weekly check-ins, regular updates, and fast feedback loops. Ask how the search partner will keep your team in the loop, manage expectations, and pivot the search strategy if needed.
By asking these critical questions, you’ll know whether your search partner is equipped to find the right executive for your team — or just ticking boxes. Don’t settle for less than a headhunter who is as invested in your search as you are.
