How to Approach a Headhunter (Without Sounding Desperate or Getting Ghosted)
Ditch the resume dump. Here’s what actually gets you on a headhunter’s radar in 2025.
Welcome to issue #062 of LinkedIn Unlocked. Twice a week, I share practical, unfiltered advice for free to help senior executives land their next role—faster, and without wasting time on strategies that don’t work.
I’ve spent 20+ years in the medical devices industry, including a 5 at the C-level.
Today, I lead the global life sciences practice at one of the top 10 executive search firms worldwide. I know exactly how headhunters use LinkedIn—because I do it every day.
It's unbelievable how many executives sabotage themselves before they even get started.
Every week, I receive dozens of LinkedIn messages and emails from senior executives. They're all variations of the same desperate pitch:
"Hi Kristof, I hope this message finds you well. I'm a seasoned executive with 20+ years of experience in [industry]. I've successfully led teams of 500+ people, increased revenue by 40%, and managed P&Ls of $200M. I'm currently exploring new opportunities and would love to discuss how my experience might align with your current searches. Please find my resume attached..."
Here's the harsh truth: I delete 90% of these messages without reading past the first line.
And I'm not alone. My colleagues across the industry do exactly the same thing.
The Fatal Flaw That Destroys Your Credibility
These messages all share one deadly characteristic: they scream "I need a job" from the very first word.
Every single element of these outreach attempts broadcasts desperation:
The lengthy self-promotion paragraphs
The unsolicited resume attachments
The obvious attempt to impress with metrics
The transparent plea for help
What executives don't realize is that headhunters can smell this desperation from a mile away.
Why Headhunters Ignore "Help Me" Messages
Let me explain something that most executives never consider: we're incredibly busy professionals with zero interest in one-way conversations.
My typical day includes:
Managing 3-4 active search assignments
Conducting 8-12 candidate interviews per week
Maintaining relationships with 50+ active clients
Coordinating with research teams and delivery consultants
Preparing detailed candidate presentations and market maps
The last thing I want is another conversation where someone needs something from me and offers nothing in return.
When you message me with your career summary and ask for help, you're essentially saying: "I have a problem, and I want you to solve it for me."
That's not a conversation. That's a favor request.
And honestly? I don't have time for favor requests from strangers.
The Approach That Actually Gets Responses
Here's what actually works when reaching out to headhunters:
Write a short, neutral message asking for a brief conversation about the industry.
That's it.
No career summary. No achievements. No resume. No obvious job-seeking signals.
Instead, try something like this:
"Hi [Name], I'd appreciate 15 minutes of your time to exchange insights about [specific industry trend] and discuss my career. Would you have availability for a brief call next week?"
This approach works because it promises a two-way conversation.
When I read a message like this, I think: "This person might have interesting market intelligence. They might know something about companies I'm working with. This could be a valuable conversation."
It's the difference between being seen as a resource versus being seen as a burden.
Stop with the Fake Connection Attempts
Another thing that really needs to die: those cheesy "connection" attempts.
"I noticed we both know Sarah Johnson..."
"I see we're both connected to Mike Chen..."
"I graduated from the same university as you..."
We see right through this lazy personalization.
I have over 10,000 LinkedIn connections. Half of them are people I connected with years ago and barely remember.
When you reference a mutual connection, you're not creating rapport—you're revealing that you're following some outdated networking playbook.
Stop doing this. It immediately signals that you're using a template and destroys any authenticity.
The Real Reason Response Rates Are Below 10%
The fundamental problem is that most executives approach headhunters like they're applying for a job.
They present themselves as candidates seeking opportunities, rather than industry peers offering mutual value.
But here's what you need to understand: headhunters don't want to help job seekers. We want to find great candidates for our clients.
There's a massive difference.
When you position yourself as someone seeking help, you become a cost to our time.
When you position yourself as an industry expert worth knowing, you become an asset to our network.
The Message Format That Actually Works
Keep it under 50 words.
Ask for 15-20 minutes, not an hour.
Focus on industry insights, not your career needs.
Make it easy to say yes.
Offer value before asking for anything.
That's the formula that gets responses from headhunters.
Not resume dumps. Not achievement lists. Not desperate pleas for help.
Just a professional invitation to an industry conversation.
Your Next Move
If you've been sending those long, resume-heavy messages, stop immediately.
You're training headhunters to ignore you.
Instead, craft a short, neutral message that positions you as an industry peer worth knowing.
The goal isn't to get a job from that conversation. The goal is to get known by that headhunter.
Because when the right search comes along, they'll remember the executive who offered valuable insights—not the one who begged for help.
Make yourself memorable for the right reasons.
Till next time,
Kristof
P.S. Want to know exactly how to make headhunters come to you instead of the other way around? Check out my LinkedIn optimization course that shows you how to become discoverable to executive search firms.