Headhunt: find the profiles no one can find
Some positions do not come up with an advertisement. Our headhunt will search, in complete confidentiality, for rare profiles that are not in active search. A targeted approach, a single interlocutor, candidates who make a difference.
Imagine: the ideal profile for your position exists, but it is posted elsewhere, satisfied, and will never read your ad. He won't answer a generic message either. This is precisely where the headhunt comes in, and that's what distinguishes it from a traditional direct approach. We go to the right people, one by one, with a speech that speaks to them.
At Cadran Talents, we have been hunting heads since our creation for executives, experts and leaders, both in France and internationally. You give us a difficult position; we take charge of research, approach and evaluation, in complete confidentiality, while you focus on your activity.
Why choose headhunting?
Most of the talent you're looking for is not active research. They do not consult offers, do not apply, and are already solicited by your competitors. Headhunting is the only reliable way to reach them. It's a Targeted and nominative sourcing which replaces the expectation with the initiative.
In concrete terms, headhunting brings you:
Access to passive profiles – the candidates you will never see arrive by an announcement
Confidentiality – a replacement, a sensitive job creation or a strategic project remain discreet
A short shortlist – three to five candidates met, motivated and argued, rather than a stack of CVs
A market reading – who recruits who, at what level of remuneration, and how to position you
Essentials? Where an announcement waits for the candidates to come to you, headhunting is part of our solutions the most proactive: we will look for the profiles where they are, in their current business, with a speech built for them.
How we do it
A successful headhunt is due to the rigour of the method and the quality of the exchanges. Here's how we work, step by step.
Briefing and mapping
We begin by meeting with you: the position, the team, the stakes, the culture, which has worked or not in the past. We then map the market: target companies, comparable organizations, identified people. You validate this list before any approach.
The approach and evaluation
For two to four weeks, your consultant:
Personally approach each profile with a speech adapted to his journey and his aspirations
Qualifies motivations in in-depth interview, as we also do in RPO, for skills as well as know-how
informs you every week progress, market returns and necessary adjustments
Prepare candidates to your interviews so that each meeting is useful
Shortlist and accompaniment
Rather than a list of names, we give you:
An argumented shortlist three to five candidates, with our opinion on each
Interview reports clear about skills, motivations and vigilance points
Support for negotiation to build an offer that will be accepted
Follow-up on integration during the first months, with a replacement guarantee
Throughout the mission, confidentiality is absolute: your name is only revealed to candidates at the appropriate time, and the people approached are treated with the respect they deserve, regardless of the outcome.
Profits for your business
1. Candidates you wouldn't have found
The best profiles are rarely on the market. By approaching them directly, you extend your choice to all the talents in your area, not just those who are looking for a job this month.
2. France and international coverage
A profile in Lyon, Berlin or Singapore? Our consultants know the local markets and speak the language of the candidates, while leaving you a single contact person. We carry out missions in more than 25 countries. Discover our network International.
3. Real time saving
No sorting of applications, no unnecessary interviews. You only meet qualified, prepared and really interested people. Your time is spent choosing, not looking.
4. A better informed decision
Each candidate is presented to you with an honest synthesis, strengths and points of vigilance included. You decide on facts, and you know what to expect after the signature.
5. Recruitments that last
A candidate approached for a project that corresponds to him or her commits himself or herself in the long term. Our integration monitoring and replacement guarantee secure your investment.
Headhunt or advert: how to choose?
You hesitate between a hunting of heads and a direct approach Larger or a simple announcement? Let us be frank: each method has its place. Headhunting is required when:
| The hunting of heads is necessary when... | The announcement or direct approach is enough when... |
|---|---|
| The profile is rare or very sought after | The pool of candidates is wide |
| Recruitment must remain confidential | The post may be publicly disclosed |
| The position is strategic for the company | The position is standard and well identified |
| Targeted candidates are posted with competitors | Active candidates match the need |
| You are looking for international | The local employment pool is sufficient |
| Previous attempts failed | You recruit several similar profiles |
The good news? With Cadran Talents, you don't have to choose alone. We often combine approaches: a focus on key profiles, a broader direct approach to team positions, and well-written announcements when they are useful.
Examples of missions
Industry – Site Director: discreetly replace a 300-person factory manager prior to retirement
Our answer: mapping of 40 comparable sites in France and Belgium, 12 approached profiles, 4 presented
Outcome: a director recruited in seven weeks, serving one month before the departure of his predecessor
Scale-up – Cybersecurity Manager: find an expert profile that three successive ads did not attract
Our answer: 25 experts nominated, with a speech focusing on the technical project
Outcome: three shortlist candidates within three weeks, a final recruitment and a pool constituted for the continuation
Luxury House – Retail Europe Director : create a management position to pilot the opening of six shops
Our answer: confidential research in five countries, interviews conducted in the language of the applicants
Outcome: a director recruited in Milan and relocated to Paris, accompanied during his first hundred days.
Making the best of your headhunt
Treating the speech
A good candidate does not leave a position he likes for a title. We are building with you an argument that makes us want, relying on:
The project and what the person can build there
Team quality of management
The outlook 2 or 3 year change
The remuneration realistically positioned in relation to the market
Schedule the right calendar
Weeks 1 to 2: brief, market mapping and target list validation
Weeks 2 to 4: approaches, qualification interviews and presentation of the shortlist
Weeks 5 to 8: your interviews, the negotiation of the offer and the preparation of arrival
International success
Are you recruiting in several countries? We manage the specificities:
Adaptation of the speech the codes and expectations of each market
Time zone coordination for interviews at reasonable hours for all
Interviews in the candidate's language with reports in French
Knowledge of local practices compensation, notice and contracts
Our network of consultants covers more than 25 countries, with a single contact in France who coordinates the entire mission.
For who?
Headhunting is particularly suitable in these situations:
Strategic posts A director, a business manager, an expert on which a key project depends. The cost of an error is too high to be satisfied with spontaneous applications.
Confidential replacements You are preparing the departure of a collaborator or a reorganization. Recruitment must move forward without the market, your teams or your competitors being informed.
Penuric profiles Cybersecurity, data, state-of-the-art engineering, regulatory functions: there are few candidates, there are a lot of demands, and they need to be picked up.
Development and settlement You open a country, a subsidiary or a new activity. You need someone who already knows the market, and who can build a team there.
What makes the difference Cadran Talents
A successful headhunt requires more than a book of addresses. It requires:
Experienced consultants – who know your sector and speak the language of your candidates
A real work of conviction – Each approach is personal, never a mass message
Transparency – a weekly point, honest returns, including when the market does not respond as expected
Respect for candidates – each person approached receives an answer, whatever the outcome
A long-term appointment – integration follow-up and replacement guarantee on each mission
A job to be filled in three countries at the same time? We take care of it, with only one contact person. No cabinets to coordinate, no duplicates, just qualified candidates submitted in time.
Discover the whole of our recruitment solutions to find the approach that suits your need.
Where to start?
You want to start a headhunt? Here's how we make things simple:
You tell us the job. – context, team, ideal profile, deadlines
We're building the mission – mapping, targets, calendar and fee proposal
You validate, we're launching – you keep your hand on the target list, we manage the rest
You meet the candidates – a prepared shortlist, useful interviews, one point each week
You recruit, we accompany – negotiation, arrival preparation and integration follow-up
The best in all this? The first profiles are presented in two to three weeks, not in two months. A run-in process, consultants available, and a schedule announced from the start.
Trust us with your next recruitment
Headhunting is not just another method of recruitment. This is the safest way to reach people who will really make a difference in your business, especially when the job is rare, sensitive or strategic.
Let's be honest: recruiting a rare profile, alone, takes time and energy you don't have. That's exactly why we exist. Whether you're replacing a leader, opening a country, or looking for an unobtainable expert, our recruitment firm makes things simple.
Ready to meet the profiles no one can find?
Launching a headhunt
A personalized proposal within 24 hours. Without commitment, with a first look at your market.
Frequently asked questions
What is headhunting?
Headhunting consists of identifying and then directly approaching candidates who are not looking for a job, for a specific job. Rather than waiting for applications, we will look for people who really fit your need, where they work today. This is the most effective method for rare profiles, strategic positions and confidential recruitment.
How is a headhunting mission going?
It all starts with an in-depth briefing on your company's position, team and culture. We then map the market, identify the companies and target people, and then approach them personally. Interested candidates are assessed in an interview before being presented in an argumented shortlist. We accompany you until integration.
How long does a headhunt last?
Usually count four to eight weeks between the brief and acceptance of the offer. The first profiles are presented in two to three weeks. The duration depends on the rarity of the profile, the geographical area and the responsiveness of your internal process. We give you a realistic timetable from the start and we keep it.
What is the difference between headhunting and direct approach?
Both are based on active sourcing. Headhunting is aimed at very rare profiles or confidential positions, with a nominative approach and custom-made conviction work. The direct approach covers wider recruitments, where the pool is wider and where the speed of constitution of the shortlist takes precedence. We advise you the right formula according to your position.
How many candidates are you going to introduce me?
In general three to five qualified candidates, all met in interviews and really motivated by your project. We focus on quality over volume: each profile presented is accompanied by an argumented synthesis of its skills, motivations and expectations. You save time and decide on concrete things.
Is headhunting suitable for an SME?
Yes. Headhunting is not restricted to large groups. As soon as a position is decisive for your development and the right profiles are difficult to achieve, the direct approach is relevant, regardless of the size of your business. We adapt the mission to your means and challenges.
What are the benefits of headhunting?
You access passive profiles, that is to say, the vast majority of talent who do not consult the ads. You keep your recruitment confidential. You receive a short and qualified shortlist rather than a stack of CVs. And you get an outside look at your market, your competitors and your attractiveness.
How much does a headhunt cost?
Our fees are expressed as a percentage of the annual remuneration of the recruited candidate, with a down payment at the start of the mission. The amount depends on the level of the position and the complexity of the research. We give you a transparent proposal, without hidden costs, before any commitment.
Are you recruiting internationally?
Yes. We carry out headhunts in more than 25 countries, with consultants who know local markets and speak the language of the candidates. Whether you're looking for a profile in Europe, North America or Asia, you keep a single contact person in Paris or Lyon who coordinates the whole.
What guarantee do you offer?
Each headhunting recruitment is covered by a replacement guarantee. If the applicant leaves the company or the collaboration does not work during the agreed period, we re-launch the search without additional fees. We also keep in touch with you and the candidate for the first few months.
A rare profile to recruit?
Start a search
No jargon, no CV piles. Qualified candidates, submitted on time, wherever they may be.
