Direct Approach and Headhunting
The most effective method when the right executive is not looking: we approach them directly — discreetly, with industry knowledge and a process that protects both sides.
Why the best candidates do not respond to job advertisements
Anyone filling a key position in automotive, chemicals or mechanical engineering today is not competing for applicants. They are competing for people who are currently well employed. These executives do not read job advertisements; they are involved, in demand and rarely dissatisfied enough to become active on their own. They are still open to a conversation — if the prospect is right and the approach is professional.
This is exactly where direct approach comes in. Instead of waiting for responses, a specialised recruitment consultancy identifies the target companies in which the required expertise actually exists and approaches the right people individually. This hidden job market is many times larger than the visible one — and it can only be reached through personal contact.
For your company that means: you do not see who happened to apply, but who would genuinely be right for the task. As a headhunter with an industry focus, we know the relevant companies, their structures and the people behind them from 25 years of mandate work.
When direct approach is the right method
Not every vacancy needs headhunting. These four constellations clearly speak for it:
Tight candidate markets
When only a few hundred people nationwide combine the required industry, technology and leadership experience, it is the targeted approach that decides — not the reach of an advertisement.
Confidential appointments
Succession arrangements, replacements or building a new division do not tolerate a public job posting. The direct search leaves no traces in the market; your name is mentioned only once you have approved it.
Specialised profiles
Regulatory affairs in chemicals, software expertise in vehicle engineering, automation in plant construction: such profiles can only be found if you know which companies they sit in.
Executive level
Managing directors, plant managers, sales directors: at this level nobody applies. Anyone who wants to win executives has to approach them.
The headhunting process in six steps
Every mandate follows the same structure. You always know where your search stands.
Briefing and analysis
We get to know your company, management and leadership culture personally on site. The search strategy emerges from market and competitor analysis.
Specification
Objectives, tasks and qualifications are recorded in writing. The mandate starts once the target group and requirement profile are agreed.
Systematic market research
We identify target companies and the people responsible there — discreetly, through research and long-standing industry contacts.
Personal interviews
Career history, professional expertise and personality are examined in a detailed interview. On request supplemented by aptitude diagnostics.
Presentation and moderation
You receive confidential reports on every candidate. We moderate the first meetings and support the decision-making process.
References and completion
Discreet references confirm the assessment. During contract drafting and onboarding we remain a neutral mediator between both sides.
Direct approach, advertisement or active sourcing?
The three routes are not mutually exclusive — they simply target different people.
| Criterion | Direct approach | Advertised search |
|---|---|---|
| Target group | People in secure employment who are not looking | Active job seekers and people open to a move |
| Discretion | Complete — no signal to the market | Publicly visible, including to competitors |
| Typical use | Executives, specialists, confidential appointments | Broader profiles, building applicant pools |
| Effort | Research- and interview-intensive | Media- and process-intensive |
In many mandates we combine both. More on the page advertised search or in the overview of our search methods.
Direct approach in our industries
Headhunting only works with market knowledge. Our mandates have been in three industries for 25 years:
Our quality assurance promise
We actively support the onboarding phase. Should an appointment not hold within the first six months, we carry out the search again free of charge. This guarantee is the reason why we would rather present one candidate too few than one too many.
Frequently asked questions about direct approach
What does a direct approach cost?
We work with fixed service fees rather than contingency fees. The total fee is 25 to 33 per cent of the gross annual target salary and is invoiced in three parts: on award of the mandate, on presentation of the shortlist and on signature of the contract. Aptitude diagnostics is included and the terms are agreed in writing before the mandate begins. Why we reject contingency fees is explained in our principles.
How long does it take to the first shortlist?
As a rule four to six weeks after the mandate starts. What matters is how quickly the requirement profile and target company list are agreed — the research runs in parallel from the outset.
How discreet is the approach really?
Your company name is mentioned only once a candidate is fundamentally interested and you have given your consent. Until then we talk about the task, the responsibility and the environment — not about the sender.
What happens if the appointment does not work out?
If the appointment ends within six months, we search again free of charge. The guarantee applies to all direct approach mandates.
How does direct approach differ from active sourcing?
Active sourcing mostly works through network profiles and databases and addresses candidates who are visible in the first place. Direct approach in executive search starts with the target company analysis and also reaches people who cannot be found online.
Which industries and regions do you work in?
Our focus is the automotive industry, chemicals and mechanical and plant engineering. Our office is in Düsseldorf; we search nationwide and in German-speaking countries abroad.
Your key position will not wait
Describe the task to us. You will receive an honest assessment of feasibility — and only then an offer.
Arrange an initial consultationLet us start a conversation.
We look forward to hearing from you – your specialised headhunter, Bohlken Consulting