When a headhunter contacts you, you can explore the role without committing to a job search. Verify the sender and ask about the work, indicative salary range and next steps. Also agree who may receive your information and how you will communicate confidentially.
A headhunter searches for candidates on behalf of an employer. They may approach you even if you have not applied for the position or considered changing jobs. The first conversation helps both sides decide whether the opportunity is worth exploring.
You do not have to decide your next career move on the strength of one message. Ask for enough information about the work and explain what you want to find out. You can listen, ask questions and decide what to do afterwards.
Check who contacted you and what they are looking for
Look at the consultant's name, recruitment firm and sender address. Check the contact details on the firm's own website. If something seems unusual, contact the firm through a channel listed there. A familiar logo or LinkedIn profile does not establish that a message is authentic. Finland's National Cyber Security Centre warns that fraudulent messages can also come from compromised accounts that appear genuine.
Ask whether the approach concerns a specific vacancy or whether the consultant is getting to know professionals for future assignments. Both can be useful conversations. For a specific role, ask for a brief account of its objectives and what interested the consultant in your experience. This gives you a clearer basis for the conversation.
You can describe your expertise in general terms at this stage. Do not send your current employer's customer lists, internal reports or other confidential material to demonstrate your experience.
Ask about the work before judging the title
The same title can describe very different jobs. A project manager may lead one delivery or a portfolio spanning several countries. A finance manager may inherit an established team or build the function from scratch.
Ask the recruitment consultant what the person needs to achieve in the first few months. Clarify whom they report to, which decisions they own and what support they receive. Ask what is difficult about the role at present and why the employer is recruiting now. An unfinished system, staff turnover or unclear responsibilities can tell you more about daily work than a general description of a growing company.
Compare the answers with what you want from your next role. More people management, deeper specialist work or a different operating environment? An attractive employer does not automatically make the position suitable.
Discuss practical terms early
Location, office attendance, travel and the indicative salary range may determine whether it is worth continuing. Ask before committing to a long interview process. If no salary range has been agreed yet, find out what the employer has decided and when the missing information will be available.
Explain your salary expectations in relation to the responsibilities and the overall package. Ask whether the quoted range covers base salary or includes a performance bonus, for example. Clarify working hours and any other terms that matter to you. This helps you and the employer compare the same package.
In a confidential executive search, the employer may not be named immediately. Ask why the search is confidential and when you will learn the company’s name. If you need it to assess potential conflicts, for example, explain that before agreeing to proceed.
Agree on confidentiality before an introduction
Say which communication channel the recruitment consultant can use and when you can be reached. You might ask for messages to your personal email and arrange a call outside working hours. Do not assume the consultant already knows your circumstances or preferences.
Agree separately whether the recruitment consultant may introduce you to the employer, who will receive the introduction and what information it will contain. Also say if you do not want your current employer or referees contacted at this stage. You can assess confidentiality more clearly once you have discussed how it will work in practice.
Prepare a one-page conversation sheet
Before the call, write down three things: what you want to keep from your current job, what you would like to change and which conditions would rule out the opportunity. Add these questions beneath them:
| What to clarify | Your question |
|---|---|
| Purpose | Why is this person being hired now? |
| Daily work | What does a normal week involve and what is hardest? |
| Responsibility and support | Which decisions would I own and who would support me? |
| Practical terms | Where is the work done and what is the indicative salary range? |
| Your information | Who would receive my profile and when would we agree on that? |
| Next step | What happens next and what should I prepare? |
After the call, note what interests you, what concerns you and which questions still need an answer. Agree what the recruitment consultant will find out, when you will speak again and what the next stage requires of you. If the opportunity is unsuitable, you can end the conversation there.
A reply you can adapt
You can use the following example as a starting point for your reply. Adapt the questions to your circumstances and priorities.
“Thank you for getting in touch. I would be interested in hearing more. Before we speak, could you briefly outline the role's objectives, any team management responsibilities, location and expected travel? I am not actively looking, but would consider an opportunity if the work and practical terms fit. Before any introduction, let's also agree who would receive my information.”
If the role is unsuitable, you can say so briefly. If you wish, explain which opportunities might interest you in future. You do not need a lengthy account of your career to justify the decision.
Questions about being contacted by a headhunter
Can I have a conversation if I am not looking for a job?
Yes. Explain at the start that you are not actively looking and what might make you consider a move. The initial conversation may simply be an exchange of information. Any further steps are agreed separately.
Does being contacted mean I will get the job?
No. It is an invitation to explore a possible fit. The employer's selection and your own decision come later.
Do I need to send my CV immediately?
Ask why the CV is needed and who will receive it. A general description of your experience may be enough for an initial conversation. If you send a CV, check that it is current and leave out confidential client or project information. Before any introduction, agree what information will be shared with the employer.
What if the employer is not named?
Ask about the role, sector and practical terms, as well as when the company’s name will be disclosed. You can wait for more information before deciding whether to continue if you cannot assess the opportunity without it.
Explore opportunities at your own pace
If you are considering a new position, explore reQruitz's open roles and candidate service. Each advertised role leads to its own application form. Not every assignment is public, so you can also tell us what kinds of opportunities you would consider.
