For companies with an open position
Hiring a headhunter – process, costs, contract
Looking for help with an open position? When a headhunter or recruiter pays off, what it costs and what to check before you hand over the search.
When a headhunter pays off
Specialists and leaders
The profiles you need are rare or not actively looking. Headhunters approach them directly.
The job ad isn't working
The position has been advertised for weeks, but no suitable applications come in.
The search must stay discreet
Succession, restructuring or new markets: team, clients and competitors shouldn't find out.
No time for recruiting
Day-to-day business leaves no time to find, approach and pre-screen candidates.
How an assignment works
- 1
Briefing
Define tasks, must-have requirements, salary range, location and timeline.
- 2
Agree on terms
Put the fee, due date, replacement and exclusivity in writing.
- 3
Search and pre-selection
The headhunter approaches candidates, holds first interviews and checks their willingness to move.
- 4
Introductions and interviews
You receive a few suitable candidate profiles and hold the interviews yourself.
- 5
Hiring
Once the employment contract is signed, the agreed fee becomes due.
What does a headhunter cost?
A fee of 20 to 35% of the first annual gross salary is common, usually only for a successful hire. For executive search, part of the fee is often due when the assignment starts.
Contract checklist
These points should be settled before the search starts.
Fee and basis
Percentage and basis: fixed salary only, or including bonuses and company car?
Due date
Is the fee due on signing, on the first working day or in instalments?
Replacement
What happens if the person leaves during probation – a replacement or a partial refund?
Exclusivity and term
May only this headhunter search, and for how long? Without exclusivity you stay more flexible.
Duplicate introductions
Who earns the fee if the same person is introduced through two channels? Settle this up front.
Several recruiters, one briefing – anonymously
On SilentHire you post the position once, without your company name. Verified recruiters and headhunters propose anonymous candidate profiles, each with their fee. Duplicate submissions are detected automatically, and only those you release contact to learn your name.
The platform is free for companies. Costs only arise if you hire through a recruiter – at the fee they state up front.
Frequently asked questions: hiring a headhunter
What does a headhunter cost?
Usually 20 to 35% of the hired person's first annual gross salary. For many assignments the fee is only due for a successful hire; for executive search, part of it is often due up front.
What is the difference between a headhunter and a recruiter?
In practice the terms are often used interchangeably. Headhunters emphasise directly approaching people who aren't actively looking; recruiters also work with candidates from their network.
Should I hire a headhunter exclusively?
Exclusivity can make sense if the headhunter searches especially intensively in return. Without exclusivity you reach more candidates but need clear rules for duplicate introductions.
How do I find a good headhunter?
Look for experience in your industry and function, a thorough briefing and transparent terms. Good headhunters introduce a few suitable candidates rather than many CVs.
Can I hire a headhunter anonymously?
Yes. On SilentHire you post without your company name. Recruiters see the role, location and framework, but only learn your name once you release contact for a proposal.
Last reviewed: 7 November 2026