MAX FAQs

Does the Headhunter have experience of working within our sector?

Our answer has always been that, whilst experience of headhunting within a sector has its’ advantages, it is not always necessary and can sometimes have disadvantages.

Understanding your brief is imperative and once this is achieved then we are experts at getting to the right individuals and assessing their suitability for the position available. Industry experience is not an essential facet in achieving this. 

Does the Headhunter maintain client confidentiality?

Clearly there are times when a client is keen to maintain a certain degree of confidentiality. This may be because they do not want their staff to discover they are seeking to fill a specific position or that they do not want key competitors to become aware. However, we are approaching people who are not actually looking for a new job and therefore they need key facts before deciding whether they would like to pursue the opportunity. Max Resourcing can only do so much in enticing a potential candidate to open up and gain interest in a potential career move, without informing the candidate of the client’s identity. The key issue is the consultant deciding when the right time has come to divulge the name of the client. This usually comes when the candidate has given some form of commitment; either by way of sending a CV or at least convincing us of reasons as to why they would be willing to pursue another challenge. It is very unusual, however, to gain any potential candidate interest without divulging the name of the client.

Can I only use a Headhunter for senior level appointments?

This is perhaps one of the biggest misconceptions about headhunting. When one thinks of headhunting one imagines that they only get involved with senior management. Nothing could be further from the truth at Max Resourcing! Our model of headhunting really fits into recruiting at any level or within any discipline. We would simply draw up a list of relevant target companies and then discover who the relevant successful candidates are within the companies. As long as the headhunting model is consistent, and the potential candidates accessible, it should not matter whether they are an office junior or a CEO.

Why should I pay a Headhunter a retainer?

At Max Resourcing, we pride ourselves on the amount of bespoke work we conduct for our clients. We do not have a database of CVs. Instead, we research the industry sector in question drawing up a list of relevant organisations from which to headhunt. We then network our way through organisations to pinpoint the target individuals who would be likely to meet the brief. 

On a normal assignment it is likely that, in order to find the right person for the job, we will approach over 400 people; assessing each on an individual basis. This assures our client that we are not just putting forward anyone and everyone with relevant experience for the job but rather we are qualifying from a long list of target individuals against the brief. The end result is that we meet with a client’s exacting requirements. Our modest retainer (5% and deducted from the final fee) guarantees that we will carry out the necessary ground work to treat the position with the uniqueness it deserves. The main reason for the retainer is that, with all the upfront work and research carried out, if a company decided for any reason that they no longer needed the job filling then we would have conducted a lot of work for no reward.