Headhunting – what to expect

An Active Way of Finding Passive Candidates

Thanks to our network, we know so many marketers in London and the South East that we may already be able to draw up a shortlist for you. However, headhunting according to your brief is the most efficient – and the most effective – way of finding your next superstar.

Let’s not totally dismiss job ads. They do have a place. But when it comes to finding, for instance, a highly skilled performance marketer or a future CMO, is a job ad going to find you the ideal person? You’re taking a chance.

Whereas, when you headhunt, you’re leaving nothing to chance. You learn what the market is saying – about you, about benefits, about salaries, about your business. You discover talent that’s not actively searching, but could be open to a discussion. You open many more doors.

That’s our role here. To find the people who match your brief, market your role to them and bring them to your door. If it’s a great fit, then great things happen.

Headhunting isn’t just for senior roles – we can headhunt a future superstar in the graduate world. We can headhunt a social media executive for you. All the way up to VPs of Marketing.

Hire For
Behaviours

We put together this guide with the traits that we look for when interviewing candidates for you. You’ll see the types of questions you can ask during an interview to get down to the details, and how you can set up an interview to get the answers that will help you most.

Cultural
Reports

It’s our job to help you get the most out of your interviews with our candidates. Our cultural alignment reports give you suggested questions based on the candidate’s responses to our questionnaire, helping you probe more into where there may be less alignment than you thought.

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