The top 5 questions you should ask a prospective headhunter.

Why these questions matter.

When facing urgent hiring needs, companies often realise that job advertisements will not attract top talent. The best people are happy and busy in their jobs, hitting targets and achieving results — so why would they respond to an advert? This recognition drives businesses toward executive search professionals. But not all headhunters are equal, and asking the right questions upfront is essential.

1. What method of headhunting do they offer?

True retained headhunting involves extensive research and understanding of the client's business, industry dynamics, organisational culture, and management style. Researchers identify relevant candidates through targeted sourcing, followed by face-to-face interviews managed throughout the process.

Contingency recruitment differs significantly. It relies on candidate databases of unemployed or dissatisfied workers and lacks the skill and experience required for sophisticated searches. These candidates typically receive no personal interviews from the recruiter.

2. How much do they charge?

Contingency fees typically range from 20–25% of base salary, payable only after hire completion. Retained fees generally cost 25–33% of base salary plus benefits and travel, divided into three equal instalment stages reflecting the complexity and research intensity of the work.

3. What guarantees will I receive?

Clients paying fees upfront deserve guaranteed results, agreed deadlines, and specific targets. Recruiters offering retained services without guarantees are not providing appropriate accountability. A reputable headhunter will stand behind their work with clearly defined commitments.

4. What am I being promised?

All promises should reflect documented experience and past performance, formalised within legally binding terms and conditions. If a headhunter cannot point to a track record of successful placements in your sector, consider whether they are the right partner for your search.

5. What methods are they actually using?

Evidence of bespoke project approaches matters — not database recycling. Weekly reports demonstrating contact progress and research activities help clients verify project advancement. By asking these critical questions, clients can gain confidence in their headhunting partner's ability to identify industry talent efficiently and effectively.