[1] Headhunters may also seek out and recruit other highly specialized and/or skilled positions in organizations for which there is strong competition in the job market for the top talent, such as senior data analysts or computer programmers.
Having identified a shortlist of qualified candidates who match the client's requirements, the executive search firm may act as an intermediary to contact the individual(s) and see if they might be interested in moving to a new employer.
The executive search firm may also carry out initial screening of the candidate, negotiations on remuneration and benefits, and preparing the employment contract.
Executive search firms typically have long-lasting relationships with clients spanning many years, and in such cases the suitability of candidates is paramount.
When corporate entities elect to use an outside executive search firm, it is usually because they lack the internal research resources, professional networks, or evaluative skills to properly recruit for themselves.
Using an outside firm also allows the corporate entity the freedom of recruiting from competitors without doing so directly, and the ability to choose among candidates that would not be available through internal or passive sourcing methodologies.
Unlike a conventional retainer, however, the delimited/engaged search commitment fee is refundable if the recruiter fails to achieve a hire or other deliverable specified in the contract.
[citation needed] By working exclusively with one firm on such searches, the client generally develops a much deeper relationship with the recruiter, and receives a much higher level of service.
[citation needed] With all methods, retained, delimited, and contingency, clients rely on search professionals to provide not just resumes, but also insightful, consultative information about the market in general, as well as additional tools such as psychometric profiling during the interview process.