Our craft as a headhunter is to identify and convince the best profiles, whether they're actively looking or not.
A headhunter doesn't recruit: they hunt. Their value is measured by their ability to approach passive candidates — often employed and performing well — and convince them that an opportunity deserves their attention. At Turgot Executive Search, this direct approach relies on AI-augmented sourcing that maps the market in depth, and on consultants who know how to qualify genuine interest before disturbing a sitting executive.
We identify and contact the most relevant candidates with the tact that a confidential process demands when approaching people currently in post.
Where a traditional headhunter reviews a few hundred profiles, our method processes tens of thousands.
Our role doesn't stop at presenting a profile: we support negotiation and placement through to signature.
Turgot Executive Search's headhunting combines an exhaustive mapping of the market — active and passive candidates, mobility, publications — with personalised outreach. Every relevant candidate is scored before being contacted, so we only approach profiles with genuine potential interest, protecting both our client's reputation and the confidentiality of the process.
Through a direct, personalised approach, generally outside public channels, with messaging calibrated around the project rather than financial opportunity alone — that's what distinguishes direct approach from a simple job ad.
Mainly, yes: executive committees, strategic functional leadership and rare roles where direct approach is the only effective route.
Several dozen profiles are identified and scored; only the most relevant — typically between 5 and 10 — are directly approached and actively tracked.
Direct approach — proactively contacting a qualified profile who is not actively looking — is the only method that reaches the best talent. These profiles don't apply. They are approached. The quality of the headhunter is measured by the ability to identify the right profiles, approach them credibly, and convince them to consider an opportunity.
At Turgot Executive Search, AI handles the early stages — talent pool mapping, profile enrichment, interest signal qualification — so consultants can focus on what AI cannot do: the human conversation, leadership assessment, and professional project evaluation. The result: more complete shortlists, delivered faster, with higher candidate-to-hire conversion rates.
A consultant will personally respond within 24 business hours, to understand your needs and introduce you to the specialist best suited to your sector.
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