What do executive recruiters look for in candidates?

Executive recruiting is a lot like dating. For there to be a true “love” match, both you (the candidate) and that executive recruiter need to be in agreement that you’re right for each other.

Since we’ve already talked extensively about what questions you should ask an executive recruiter to make sure they check all of your boxes, today, we’re going to flip the script and talk about what an executive recruiter typically looks for when assessing the viability of a candidate.

That’s right, the best executive recruiters around have their own internal checklist of what they’re looking for in a candidate – and that’s a good thing. Due to the sophistication and complexity of executive recruiting (and how wildly it can vary depending on your industry) you should be wary of any executive recruiter who has a “come one, come all” mentality.

You don’t want a transactional executive recruiter relationship where you’re treated like a number. And this article will arm you with the insights you need, so you don’t accidentally turn off the executive recruiter you want to work with.

You’re both looking for industry experience

At the executive level of recruiting, industry/domain experience is essential. Not only will this give you access to the right network, but an executive recruiter (if they’ve been in your space long enough) may also possess contextual knowledge that can give you a coveted competitive advantage.

For instance, they may know the companies you’ve worked for and how your accomplishments are even more worthy of praise given the circumstances of the company at the time you were there.

So, both you and an executive recruiter will be looking for the same overlap in this way. You want an executive recruiter who understands your worth, and your executive recruiter wants to work with candidates that align with their network, industry knowledge, and domain expertise.

🔎 RELATED ARTICLE: THE ULTIMATE GUIDE FOR JOB SEEKERS WORKING WITH RECRUITERS

You’re active, not passive

In every conversation, particularly in those early stages, an executive recruiter will be gauging how active or passive you are, as that will often translate to how easy or difficult the process may be overall. Defining “active” vs. “passive” can be somewhat subjective, so here’s an example to show you what we mean in this context:

Let’s say you participate in an interview for a CFO position at a company. On paper, it sounded great, but the interview left you feeling less than confident that it is the right role for you. Maybe you can pinpoint specifically why, or maybe it’s just general unease.

Whatever the case may be, after the interview, you’re not as motivated to immediately reach out to your executive recruiter to tell them how it went. And when they finally reach out to you later in the day to get an update, you’re a bit hesitant to speak plainly about your thoughts – you may think it more strategic to hold back in case you accidentally talk yourself out of what may turn out to be a great fit down the line.

So, you tell them it went well, and, yes, you talked about next steps – all of the usual post-interview follow-up talking points.

On the surface, what I’ve just described here may sound completely logical and a smart way to approach this situation. However, this is an example of the type of “passive” behavior executive recruiters don’t respond well to.

First, the recruiter shouldn’t have had to chase you down to get an update on how the interview went. As an active participant in your executive recruiting process, you should proactively reach out, regardless of the outcomes.

Second, even if you say you’re still “interested” or “excited” in a role, your executive recruiter will be able to tell immediately if you’re actually lukewarm or passive about the opportunity. And when that happens, they may be less likely to put their neck on the line for you because they’re less confident in you as a candidate.

Instead, if an opportunity ends up being off the mark from what you’re looking for, be open, honest, and talkative about your concerns. You’ll either spark a conversation that helps your executive recruiter make better vetting decisions on your behalf, or you may end up talking through those concerns to a point where you may come around on the role’s potential for you.

You’re coachable and open to feedback

On the one hand, an executive recruiter will not be interested in you if you show up as a slab of clay with the expectation that they will be solely responsible for shaping you up into a masterpiece. Again, know your story, have thoughts about your direction, and show self-awareness about your strengths and potential weaknesses.

On the other hand, however, one of the things that makes an executive recruiter so invaluable to you as a candidate is they can be the indispensable coach you need to get you where you want to go.

That means one of the most important characteristics an executive recruiter is looking for in you is how coachable you are. For example, will you react defensively to constructive criticism? Or are you an active listener who is open to learning and knows you still have growth potential?

Keep this fact in mind when talking to prospective executive recruiters. The great ones will walk away from a candidate who is otherwise absolutely ideal if you seem like someone who will present a challenge any time they have to coach you or give you feedback.

You’re realistic about your potential for success in a position

Does your past provide the confidence that this role is your future? Do you have the skills and experience that show a proven capability for the role your recruiter can put you up for? Does your past performance indicate a likelihood for success in the role?

The best recruiters aren’t just looking to make a placement – they want THE RIGHT placement. Your recruiter wants you to be successful, not just in securing the position, but in your continued performance within the position once you’ve been hired.

The access that the best executive recruiters have to interesting opportunities has been gained by demonstrating to companies that they are as equally invested in the success of their candidates as they are in the success of the businesses whose positions they are filling. Companies choose to work with executive recruiters they believe can provide them with the best talent on the market they can hire to achieve their specific goals.

Executive recruiters have just as valuable long-term relationships with companies as they have with job-seekers. The best are equally vested in the success of their candidates and their companies.

Don’t put your recruiter in a tricky position that could hurt their relationship with a hiring company. Pushing to be submitted for a role where you’re not confident in your own ability to be successful is bad for everyone.

Finally, you’re a long-term match

To go back to our dating analogy, executive recruiters (ourselves included) aren’t huge fans of the recruitment version of the one-night stand. Transactional recruiting relationships like that are perfectly fine and absolutely appropriate in some circumstances.

Executive recruiters are looking for candidates we can work with for the long run – and we have lasting memories. So, even if an executive recruiter may not have an opportunity for you right now, we recommend you still treat those connections like a valued relationship.

Be honest about who you are, be an open communicator who believes in an equal exchange of value, and demonstrate you are someone who can be an active partner in your success. You’re always building your brand as an executive candidate. Because if you leave an impression on me today, I’ll remember you. And that’s what you want.