Headhunting for when a job ad isn't enough
The best professionals don't browse job ads. We reach them discreetly, through direct approach — in Budapest, across Hungary and abroad.
Four situations where a job ad isn't enough
Headhunting isn't a more expensive alternative to advertising — it's a different tool for a different job. These are the cases where a headhunting company is worth it.
The ad brings no usable candidates
Professionals with the experience the role needs are usually employed and happy where they are. They don't read job ads — someone has to go to them.
The search can't become public
If a role must be filled without the market — or your own team — finding out, advertising is off the table. Headhunting works without revealing your company.
The talent pool is very small
For some roles only a few dozen people nationwide qualify. The task then isn't filtering applicants but mapping the market and approaching the right people directly.
You have someone in mind but can't approach them
If you know who you want on your team but a direct approach would be delicate — because they work for a competitor, say — we make contact on your behalf.
What roles do we headhunt for?
Over more than two decades we have searched for leaders in almost every sector — from manufacturing through finance to sales. Some typical roles:
Senior management
Middle and functional management
Specialist expert roles
Leaders you can't reach through job ads.
The best professionals aren't unemployed — they only consider a change when something is truly compelling. We bring you the expertise, methodology, and network needed for effective headhunting.
When is headhunting the right choice?
For filling middle and senior leadership roles or positions requiring deep expertise. During the search, the position is not advertised — we reach the right candidates through direct outreach and referrals.
Drawing on our knowledge of the labor market, we work with you to identify the motivational factors that will make your position compelling. Headhunting also provides discretion: if you prefer, your company is not disclosed in the early stages of the process.
Already have a specific candidate in mind?
Many of our clients know exactly whom they want on their team — they know the person, their skills, and their results, but feel that direct outreach isn't the right approach.
In such cases, we contact the candidate on your behalf and convey the offer with maximum discretion.
During the search, the client is only revealed at the moment agreed with you.
If the selected executive leaves within the guarantee period or does not fit the culture, we repeat the search free of charge.
The fee is only invoiced when the candidate actually starts working. Pricing is agreed individually.
Steps of the headhunting process
Preparation
Detailed job description, personal and professional requirements profile, and a tailored motivational package. Compiling the target group and the list of preferred companies — we also agree on any "off-limits" companies from which candidates should not be sourced.
Direct search and selection
Discreet, creative outreach, on request without disclosing the client. Two-round interviews, competency verification, exploration of career motivations, and reference authenticity checks.
Presentation and follow-up
We present the selected candidates along with their résumé and our consultant profile. After the decision, we support the onboarding and personally notify unsuccessful applicants.
Headhunting or recruitment?
Both services aim at the same thing — the right person — but the route differs. If you're unsure which suits your role, call us and we'll settle it in a few minutes.
| Headhunting | Recruitment | |
|---|---|---|
| Typical role | Middle and senior management, rare expertise | Administrative, technical, sales, management |
| How we find candidates | Direct approach, referrals, market mapping | Database, ads on 10-15 portals, direct search |
| Is the candidate actively job hunting? | Usually not — they are employed | Often yes |
| Discretion | Works without revealing the client | The role appears in public ads |
| Fee structure | Success fee, 90-day guarantee | Success fee, 90-day guarantee |
What to know about headhunting
How much does headhunting cost?
We work on a success-fee basis: the fee is only invoiced once the candidate actually starts work. The amount depends on the seniority of the role and the difficulty of the search, so we always quote after a personal discussion. We ask for no retainer or upfront payment.
How long does a headhunting search take?
We typically present the first candidates within 3-5 weeks. For management roles the full process — from mapping the market to the first day at work — usually takes 2-3 months, since candidates also have to serve notice.
Will the candidate know which company is hiring?
Only when and how we agreed with you. In the first approach we often describe just the role and the industry, revealing the company name later in the process — usually once the candidate is seriously interested.
What if the appointed leader leaves quickly?
We guarantee our work for 90 days from the first day of employment. If the candidate resigns within that period, or you part ways due to unsuitability, we repeat the search free of charge.
Do you only work in Budapest?
No. Our office is in Budapest, but we take on searches for regional sites and roles abroad as well. Through our partner network we can also run international searches.
How is a headhunting company different from a job ad?
A job ad reaches people who are currently looking. Headhunting reaches those who aren't — by far the larger share of available professionals. For management roles the strongest candidates are almost never among active job seekers.
Let's talk about who you need
A no-obligation conversation — tell us what kind of leader you need, and we'll tell you whether the search is realistic.
Request consultation