Direct Search more or less combines the more familiar terminologies of Executive Search and headhunting. These two are often used interchangeably and most of the time that's fine. However, there are some differences, too.
In headhunting pure, the names of the people qualified for the job are already more or less known. These 'usual suspects’ generally have visible positions at direct competitors or have strong reputations in other industries. They are known by the client and/or the headhunter and the 'hunt’, therefore, is for an identified ‘head’, that is then approached discreetly..
With executive search, the consultant uses his or her understanding of the client brief to list companies where the right person is likely to be found. The search then focuses on these companies to identify those individuals and then (in a separate step!) contact them. If interested, the consultant assesses them against the assignment specs, the culture, vision, competencies required....etc.. In short: the job is known, but the person to fill the role is not yet.
Different as these methods are, they have a few important things in common, too. Firstly, both are to be assigned to trustworthy professionals only (please consider your reputation). Secondly, both require exclusivity and finally both ask of the consultant to understand the client company, its strategy and vision, its leadership culture, the USP’s, the advantages and risks for the candidate.
Newboard chooses to call it's service direct search because it connects the best of Executive Search and, if applicable, headhunting, to find the best candidates in the market.
