If you’re meeting with a headhunter for the first time, or even reconnecting with someone you’ve met in the past, you have maybe 30 or 45 minutes maximum to create an impact and leave a lasting impression about you now.
No matter what anyone says, an introductory meeting with a headhunter is never “just a coffee chat”. It could make or break whether you are contacted when they are managing a relevant search in the future.
“Be prepared for a well-rounded interview, more than a simple ‘warm discussion’ about what is next.” Toby Burton
As Somer Hackley says, your aim should be “to be remembered first, later.” So how do you do this?
Before the Meeting:
✅ Be clear about why you want to meet them and your goals for the meeting.
Anna Penfold advises you “set the agenda up front and be honest and clear about what you want to get out of it. Have some aims of what you’d like to leave them with.”
✅ Prepare these 4 things:
1. Your career story. This isn’t a chronological CV run-through. It is a succinct engaging pitch about you including what you are doing now, the threads that link your career experience, your purpose and your unique strengths and passions. My earlier blog shares more.
Linda Bridge says “have your career story prepared, know your unique selling points and journey. What makes you different? Focus on what makes you stand out, not blend in.”
Toby advises “be ready to tell your career story with clarity and purpose; What defines your leadership style? How have you made an impact? What lessons have shaped you?”
2. Your greatest achievements. In the vast majority of interviews, you will get some questions in the format “tell me about a time when…” or similar. These are competency questions and the interviewer wants to hear specific things you have delivered.
Somer says “have your ‘stories’ ready so that you can ‘tell them about a time when….’ These should be succinct and front of mind. These could be on topics like transformation, roadblocks, and people development.”
Debbie Pask says “You should be able to quantify what impact you have had on the organisation. Be ready to discuss the value chain of the business and the role you have played in improving it – whether you are a functional leader or a commercial leader. In commercial organisations EBITDA, gross revenue versus net revenue, customer success metrics, operational metrics and people metrics are all key.”
Carl Hinett reminds us to “talk about what YOU have done, not the team”.
My earlier blog shares how to write these ‘stories’, or case studies of your greatest achievements and includes a template.
3. A CV run through. Sometimes you might be asked to ‘walk’ someone through the CV, which is different to the career story above. Have this prepared to last less than 5 minutes and focus more time on recent roles. Cover the early career in a sentence or two.
4. Your ideal next role. This is so important. Be clear, specific and succinct. Don’t assume the headhunter knows this, even if you have met them before.
Somer suggests using the phrase “think of me when”. For example, think of me when you need a people leader to integrate acquired companies in globally dispersed locations.
Linda says “you’ll be more successful if you can be specific about what’s fundamentally important to you… Don’t try to play it safe by being broad and vague.” Breadth can lead to fewer approaches not more.
Carl adds “have a good think about what you want. Often candidates haven’t given it proper thought. We shouldn’t have to coach it out of you. What excites you? What don’t you like? Consider environments and elements of the role.”
During the meeting:
✅ Listen and let the headhunter lead.
Do your preparation, and then in the meeting relax and have a two-way conversation. Sometimes when I was in search, individuals would take over the meeting as if they were interviewing me. This doesn’t show emotional intelligence and it is unlikely they would’ve made my shortlist.
Listen to what they are actually asking you, and answer that and only that.
Anna warns us “Don’t be too rehearsed. Don’t give five competency answers to questions you haven’t been asked!”
✅ Balance concise communication with warmth and personality.
The perfect candidate is engaging but gets to the point.
Toby says you should “Balance being on broadcast and receive mode in appropriate measure” Somer sums it up “Be brief – don’t overtalk.”
✅ Be positive.
This is not the time to overshare about difficult professional relationships or departures. Always be professional and be considered about how you position things. My earlier blog shares more.
✅ Be authentically you.
Helen Coult says she’s “impressed when candidates have overcome challenges like illness or caring responsibilities but have still progressed their career. It shows grit.”
Carl adds “Don’t try and pretend to be something you’re not.”
After the meeting:
✅ Drop a thank you email.
Toby says “A quick thank you email isn’t just polite – it’s strategic. It reinforces your interest and professionalism and leaves a positive final impression.”
✅ Connect on LinkedIn.
Always personalise the request! The note that accompanies your connection request stays in their direct messages, so when you later message them, they will be reminded of it. Give them ways to remember you like “I thoroughly enjoyed our discussion at X location, and am grateful for your tip re Y. I will look out for you at event Z”.
✅ Foster deeper relationships with a select few.
Debbie suggests “If you have found a headhunter you click with and they’ve invested time in you, treat them as a trusted advisor. Use them as a sounding board for opportunities, share your search successes, invite them into your confidence about the challenges you will face in your new role.” She also warns “Be very careful about what you reveal when under NDA!”
✅ Don’t expect regular contact from them all.
Headhunters are busy must prioritise the searches they are engaged on. They don’t have time for regular “keeping in touch” chats with everyone they’ve met. That’s why it’s so important to make a strong first impression and be remembered first, later.
With thanks to:
Linda Bridge of Bridge Executive Search
Toby Burton of Eton Bridge Partners
Helen Coult of Armstrong Craven
Somer Hackley of Distinguished Search and author of Search in Plain Sight: Demystifying Executive Search
Carl Hinett of re:find
Debbie Pask of Paskpartnership Ltd
Anna Penfold of Russell Reynolds Associates
Next month I’ll be sharing the things the headhunters wish you knew about the Executive Search world.