Headhunting that takes the heavy lifting off your plate
You should not have to spend a month sorting CVs for one critical hire.
I map the market, approach the right people, and send a small shortlist you can actually interview, usually within 10 days.
“Valuable Recruitment was the most effective recruitment agency I have worked with in the last 15 years.”
Use headhunting when the role is business-critical
- You need speed without sacrificing quality
- You have tried inbound, it is noisy
- You want a shortlist, not a pile of profiles
- You want a clear decision process
Perfect for
- Critical hires that impact revenue
- Hard to fill roles in competitive markets
- Time sensitive growth positions
- Leadership and specialist roles
Deliverables
Role success definition
Clear scorecard with outcomes and must-haves
Target market map
Sourcing plan across relevant companies
Weekly progress updates
Transparent reporting on pipeline and signals
Shortlist of performers
3 high-performing candidates who meet the bar
Structured evaluations
Interview notes and scorecard assessments
Offer support
Guidance through offer and acceptance
Signal over volume
We use structured interviews and scorecards to reduce bias and increase consistency. You know why each candidate is on the shortlist.
Every candidate is assessed against the same criteria, with evidence documented for your review.
Initial shortlist in 10 business days
Most roles reach an initial shortlist in 10 business days after alignment. Complex leadership roles may require deeper calibration.
How it works
A simple, structured process from kickoff to close.
Align
We define the role, outcomes, and must-haves.
Hunt
We source from target companies and relevant networks.
Assess
Scorecards, structured interviews, and calibration.
Shortlist
You meet the strongest candidates, fast.
Close
We support offer, acceptance, and onboarding.
Align
We define the role, outcomes, and must-haves.
Hunt
We source from target companies and relevant networks.
Assess
Scorecards, structured interviews, and calibration.
Shortlist
You meet the strongest candidates, fast.
Close
We support offer, acceptance, and onboarding.
Headhunting fees and pricing
We work on a percentage of the placed candidate's first-year base salary. Most clients pay between 10% and 15% depending on search complexity, quality of the brief, and the number of top candidates put forward for the hiring manager to review.
Straightforward searches with a detailed brief, clear success criteria, and a focused candidate pool. Growth, marketing, RevOps, and product leads.
Roles requiring broader market mapping or a larger shortlist. Senior individual contributors and heads of function.
Specialised roles, niche markets, or searches requiring an extended number of top candidates put forward for the hiring manager to review.
Fees are agreed upfront before the search begins. Retained engagements typically include a 30% to 50% kickoff payment, with the balance usually due on contract signature. See the full fee terms or book a discovery call to discuss your role.
What you pay for a headhunting search
Concrete dollar examples by role level. Use this as a working estimate before we finalise the engagement letter.
Fees include market mapping (50 to 200 candidates assessed), direct outreach to passive candidates, structured scorecard evaluation, and a 3 to 6 month replacement period where a candidate does not work out because of poor performance or culture alignment. We agree fees in writing before any work begins.
For a wider explanation of how recruiting fees are structured across the industry, see our guide to how much executive search costs in 2026.
Fee examples by role
Real examples at different role levels and complexity bands. Final fee is agreed in writing before the search begins.
| Role | Base salary | Complexity | Rate | Fee |
|---|---|---|---|---|
| Performance Marketing Lead | $120,000 | Mid-senior | 10% – 12% | $12,000 – $14,400 |
| Head of Marketing | $160,000 | Standard | 12% – 13% | $19,200 – $20,800 |
| RevOps Lead | $140,000 | Mid-senior | 10% – 12% | $14,000 – $16,800 |
| Growth Lead (multi-stakeholder) | $180,000 | High | 13% – 15% | $23,400 – $27,000 |
| Product Lead | $170,000 | Standard | 12% – 13% | $20,400 – $22,100 |
Complexity is driven by a few practical factors. The size of the qualified talent pool, the clarity of the brief, the number of stakeholders involved in the decision, and how unique the requirement is. A clear scorecard, a single hiring manager, and a healthy candidate pool sit at the lower end. Multi-stakeholder roles, niche skill stacks, or compressed timelines move into the higher band. We share the rate, the rationale, and the replacement terms in writing before any work starts.
What the fee covers
A clear scope upfront so there are no surprises at invoice time.
What is included
- Market mapping across target companies and competitors
- Direct outreach to passive candidates
- Shortlist of 3 to 6 scored candidates
- Structured scorecards and interview notes
- Reference checks on finalists
- Offer negotiation and close support
- 3 to 6 month replacement period, with terms agreed in writing
What is not included
- Job board advertising or sponsored listings
- Psychometric or personality testing platforms
- Candidate relocation or visa costs
- Travel for in-person panel meetings
- Background and credit checks beyond standard references
- Onboarding programs or internal training design
If any of these are needed for your search, we can recommend trusted partners or scope them as a separate line item before kickoff.
What does the headhunting process look like week by week
A typical search runs 3 to 4 weeks from kickoff to signed offer. Here is how the time is spent.
Brief and scorecard
We run a kickoff with the hiring manager, define the role outcomes, build the scorecard, and agree on the must-have evidence we need to see in finalists. By the end of week 1, the search is calibrated and we have a shared picture of what good looks like.
Market mapping and outreach
We map target companies, identify performers, and run direct outreach to a shortlist of passive candidates. First-round conversations happen in parallel. We send weekly progress notes covering pipeline volume, conversion signals, and any market feedback that should change the brief.
Shortlist and assessment
Strong candidates move into structured scorecard interviews. We document evidence against each criterion and surface the 3 to 6 candidates who clear the bar. You receive scorecards, interview notes, and a recommended order of priority.
Interviews and offer
You run final interviews. We coordinate scheduling, debriefs, and reference conversations on the lead candidate. Once a decision is made, we support offer negotiation, manage counter-offer risk, and stay involved through the agreed replacement period.
Mihai Arsene has run headhunting and executive search mandates across 70+ countries since 2013, placing growth, marketing, revenue, and leadership talent for agencies, SaaS companies, and AI-native businesses. He founded Valuable Recruitment in 2020 and leads every search personally.
Frequently asked questions
Related reading
Practical guides on hiring methodology, pricing, and leadership search.
Topgrading: How to Interview for A-Player Hires
The structured interview methodology we use to evaluate candidates against role outcomes and behavioral evidence.
Read the guide9 Methods to Recruit C-Level Executives
A practitioner breakdown of the sourcing, assessment, and closing tactics that move executive searches.
Read the guideHow Much Does Executive Search Cost in 2026?
Fee structures and the factors that shape an executive search quote.
Read the guideDiscuss the headhunting role
Tell us the role, the outcome, and the timeline. We reply within one business day.
3–6 assessed candidates in 10 business days, led directly by Mihai Arsene.