“But They’re Happy in Their Role…” The Story of a Talent Search Done Right

A few months ago, a client approached me with a challenge: “We need someone who can really take us to the next level. But the people we want? They’re probably not looking for a new job.”

Challenge accepted.

Let’s call the client Emma. Emma runs a fast-growing SME, and like many leaders, she had no dedicated recruitment team. She’d posted ads, sifted through CVs, and interviewed a few promising candidates. But while they were good, none of them were the game-changer she knew her business needed.

Then came the moment Emma hesitated. “I don’t want to come across as poaching,” she said, nervously stirring her coffee as we chatted on zoom.

It’s a common concern. Reaching out to someone thriving in their current role can feel... bold. Cheeky, even. But here’s the thing: ethical headhunting isn’t about raiding the competition. It’s about creating opportunities—for businesses and for candidates.

The Call That Changed Everything

After understanding Emma’s vision, I made a discreet call to someone we’ll call James. James wasn’t job-hunting. In fact, he was excelling at his current company—hitting targets, leading projects, and quietly thinking, I love what I do, but is this it?

When I reached out, I didn’t pitch a job. I shared Emma’s story—her vision, her passion, her need for someone to help her business grow. And I asked James a simple question: “Would you be open to a chat?”

No pressure. No hard sell. Just a conversation.

James said yes. Not because he was unhappy but because he was curious. And that curiosity led to a meeting with Emma, which led to a role that challenged and excited him.

What Does This Mean for Your Business?

Emma’s story isn’t unique. Small businesses often don’t have a recruitment team, which makes finding the right talent feel like searching for a needle in a haystack. For larger businesses with internal recruiters, the focus is often on active candidates—the ones applying for jobs—not the Jameses of the world who are quietly succeeding elsewhere.

The truth is, passive candidates like James make up 70% of the workforce. They’re not scrolling job boards or sending out CVs. They’re leading teams, smashing targets, and, yes, open to hearing about the right opportunity—if it’s presented in the right way.

Why Ethical Headhunting Isn’t “Poaching”

Here’s the thing: if someone can be lured away by a better opportunity, it’s not poaching—it’s progression. Great employers focus on keeping their people happy, not worrying about who’s calling them.

Ethical headhunting means:

• Respecting candidates’ boundaries.
• Offering transparency so they can make informed decisions.
• Creating win-win scenarios where both the candidate and the business thrive.

It’s not about taking talent; it’s about finding the perfect match.

Emma and James Today

James is thriving in his new role, driving the growth Emma envisioned. And Emma? She’s grateful she stepped outside her comfort zone and partnered with a headhunter to access the talent she couldn’t find on her own.

Yes, hiring a headhunter can feel like a leap—especially for small businesses watching their budgets or large companies with their own recruitment teams. But when you need someone extraordinary, the question isn’t, Can I afford to work with a headhunter? It’s, Can I afford not to?

So, if you’re sitting there wondering how to find your next James, let’s chat. Because sometimes, the best talent isn’t looking for you—but I can help you find them.