The Better Way to Get in Touch With Executive Recruiters

I've written about what not to do when it comes to executive recruiters, including reaching out to them directly.

And I've stressed the importance of getting to know individual people and not just firms when you want to tap into the influence of executive search to help build your career. 

So that seems to present a problem, doesn’t it? You need to get to know individual people at executive search firms, but I’ve warned you not to reach out to them directly for a variety of reasons.

What are you supposed to do then?

If you don’t already know the recruiters whose attention you need to grab, then get an introduction. 

Here’s why.

Recruiters like references

There’s no ifs, ands, or buts about it. Recruiters want to know that the candidates they’re presenting to their clients are the real deal. They want to know that any claims to effectiveness and impact are backed up by the facts. After all, it’s not just your reputation that’s on the line when they present you to their client. It’s theirs too.

So they’re cautious.

Among a recruiter’s worst nightmares is a scenario in which they present you to your client, the client bites and interviews you, and then the client calls the recruiter immediately afterward and says: What were you thinking?

Just like you (just like anybody) recruiters don’t like to be embarrassed. 

You can help put their worries to rest by arriving on the scene with a reference. And that reference takes the form of an introduction through someone they already know, like, and trust. 

As a recruiter at a top 20 executive search firm, I heard both clients and colleagues say: Well, if so-and-so thinks this person is worth taking a look at, then we probably should.

Risk significantly reduced.

Recruiters like to build relationships over time

Recruiters at search firms are cautious. They don’t like to go all-in on a candidate if they’re just getting to know them. And they warn their clients against ‘love at first sight.’

For most professionals who anticipate that executive search could play a role in their career advancement, it’s best to build strong relationships with recruiters over time, starting mid-career. For argument’s sake and to keep things simple, let’s say that means the director level in larger organizations. That’s where it’s starting to become apparent that you might be destined for senior leadership roles. 

And if someone at your level or above tips an executive recruiter off that you’re a rising star, the recruiter is likely going to take notice and want to keep tabs on you. Maybe even have a brief conversation or meeting. 

Recruiters are cautious. They don’t like to go all-in on a candidate if they’re just getting to know them. And they warn their clients against ‘love at first sight.’

If your initial contact with the recruiter goes well, they may want to give you a trial run in one of their searches if they have something that’s appropriate. It may be a stretch, and they might not even expect that you’d be the finalist and get the job. They may just want to see how you perform in interviews with a client before they’re willing to throw their full support behind you.

That kind of faith and trust can take time to develop. Don’t be surprised if a relationship with an executive recruiter seems a little hard to crack at first. And don’t be surprised if you end up being an unsuccessful candidate in a search or two with them before they put you in a high-profile search for your dream job.

And they like a good catch

Recruiters can smell desperation a mile away. And they get paid to find ‘a good catch’ for their clients. 

Someone who is a good catch doesn’t need to go knocking at a recruiter’s door. They are in demand and have people coming to them with opportunities.

So how do you present as a good catch? Here are a few tips:

• Be good at your job. That’s a prerequisite.
• If you don’t already have a working relationship with a recruiter, be ready to offer a few references to set any concerns a recruiter may have to rest if you get the sense that it might be necessary. 
• Stay focused on the positive aspects of your current situation, even if you’re dissatisfied. A good catch doesn’t usually complain.
• If there is a legitimate reason for dissatisfaction with your current situation (an unwelcome change in leadership let’s say, or a path to career advancement that’s blocked by a long-term incumbent), explain the situation and acknowledge that you recognize that these things happen. Don’t complain or present yourself as a victim.
• Be willing to make a move for the right opportunity. If you’re being considered for a search, ask a few questions about the role and the client. It’s okay to be discriminating. It’s a sign of experience and sophistication.
• Be pleasant and conversational.  
• Don’t ever sell (see my initial comment about desperation).

Conclusion

If you feel the time has come to ‘get in touch’ with executive recruiters, avoid the urge to reach out to them directly. Instead:

• Get an introduction through someone they already know, like, and trust.
• Recognize that building strong relationships with executive recruiters can take time and may involve multiple interactions over months and years.
• Understand that recruiters are paid by their clients to find ‘a good catch.’ Be able to prove that you are one through the impact of your work, the strength of your relationships and references, and your general demeanor

Given that many of the most senior roles in your industry might be filled by just a handful of executive recruiters, it’s worth the investment of getting to know them over time. 

And once you do, the return on your investment could one day be your dream job.

In the meantime, avoid the top 3 mistakes I saw people making when I was working at an executive search firm. You'll thank me later.