It’s a distinction many professionals gloss over, until it directly affects the quality of talent or the direction of their own career.
The common assumption:
Recruiter and headhunter are just interchangeable titles for people who fill jobs. Both help companies hire, both speak to candidates, both work in recruitment—right? Well, not quite.
Here’s the difference:
A recruiter typically manages active vacancies. They respond to job briefs, post listings, screen incoming CVs, and often operate in high-volume or mid-level hiring spaces. They’re usually reactive, working within existing talent pools.
A headhunter, on the other hand, works differently. They’re hired to identify and secure specific, hard-to-reach individuals—often those who aren’t applying to jobs at all. They focus on strategic hiring, especially for senior roles where stakes are high and fit is critical.
What makes a headhunter valuable?
It’s not just access. It’s discretion. Market insight. The ability to understand leadership chemistry and cultural alignment. A true headhunter builds relationships over years, not weeks. They’re a partner, not a CV broker.
In the real estate world, the distinction is crucial.
When you’re hiring for a leadership role—be it Development Director, Head of Investment, or CEO—your shortlist shouldn’t come from a job board. It should come from someone who knows who’s quietly making moves, who’s built and exited platforms, and who has influence far beyond LinkedIn visibility.
Which should you work with?
That depends on your hiring goals. If you need volume and speed, a recruiter might be suitable. If you need precision, confidentiality, and impact, a headhunter is the strategic choice.
If you’re unsure which path suits your hiring strategy—or your own career goals—we’re happy to help you define the difference where it matters most: in outcomes.
