Every business wants to hire the best IT professionals. The company can dynamically grow, acquire new clients, or implement and enhance subsequent projects if such individuals are on the team. However, the issue lies in the need for more IT specialists.  Despite substantial changes in the labor market, including those brought about by the pandemic, we can still observe a significant shortage of IT specialists with available jobs. As a result, independent hiring rarely yields the desired outcomes.

Tech companies have to choose between IT headhunter vs recruiter. Although they both focus on hiring IT professionals, they differ in some ways. So what is the difference between recruiter and headhunter? We find out in our new article.


How Do IT Headhunters Work?

IT headhunter is a position that is firmly connected with the HR business. Its purpose is to support highly qualified professionals in finding satisfactory employment while also assisting companies in their search for the best employee for a particular position. A group of people who work to find the best IT professionals for a given job are IT headhunters. They find employees for their clients who are best qualified to carry out specialized tasks for a specific company. This should be a technical individual with extensive IT industry knowledge, a clear comprehension of his client’s expectations, and the ability to verify candidates’ competence accurately. It’s also helpful to know a lot about psychology or sociology and to have an extensive network of contacts.

In other words, their work is primarily to find high-level IT professionals and get in touch with them to get them to accept a better job offer from their client rather than stay with their current employer. As a result, a headhunter focuses on developing relationships with candidates and thoroughly screening those who will be a good fit for the position.

What are the typical responsibilities of IT headhunters?

  • Test the hard and soft skills of potential specialist employees at interviews
  • Search directly. It entails employing strategies that will enable us to precisely locate a potential candidate who satisfies all of the requirements necessary to carry out the responsibilities of a specific position.
  • Providing information regarding the position and the client company
  • Assist the client in improving the outsourced recruitment process
  • Establishing lasting connections and direct contact with candidates

IT headhunters can be employed by a headhunting or recruitment agency or independently. Typically, hiring an IT headhunter is very expensive. These individuals’ incomes have been significantly rising in recent years. Depending on the valuation, you may be required to pay the IT headhunter up to 50% of the hired person’s annual salary.


How Does an IT Recruitment Agency Work?

IT recruiters can prepare advertisements, pre-select application documents, and conduct interviews with potential IT specialists after receiving information from the client. Tech recruitment ends when people with particular skills and qualifications are found and hired. Most recruitment agencies also offer a guarantee for their services, which means that if an employee leaves after a month, another candidate will be employed without charging additional fees. 

The recruiter maintains contact with the candidate even though the recruitment process has ended. The business ought to likewise get a report on the exercises completed. Recruitment agencies aim to provide employers with a cohesive and accountable workforce.


Difference Between Recruiter and Headhunter 

Before you choose the winner in the competition of headhunter vs recruiter, let’s see what the main differences are between them.

IT Recruiters: 

Recruiters primarily contact individuals currently open to job changes. They advertise on job portals and use their databases. The recruiter creates and publishes an advertisement based on the needs, assumptions, and duties of the position that have already been established. An ad of this kind includes all of the essential details about the company, the project, the responsibilities of the candidate, and the competencies and skills the employer is looking for. Traditionally, the recruiter remains a passive party following the publication of the offer, waiting for applications from interested parties who decide independently to participate in the process. Direct search is another option available to recruiters to boost productivity. LinkedIn is their primary source for candidates open to a job change. After a brief timeframe, the enrollment specialist gives the client a few up-and-comers who live up to his assumptions.

IT Headhunters:

Like a recruiter, the headhunter knows precisely what profile he’s looking for and what skills he can’t give up. Based on this, he or she conducts various searches for potential candidates who meet the principal’s requirements. However, IT headhunters contact individuals who are not actively seeking employment. Passive candidates currently employed and gaining industry experience are more desirable for high-level positions requiring specific skills. It is not a secret that these people frequently work for rival businesses. Therefore, the primary responsibility of the IT headhunter is to locate the appropriate professionals, communicate with them about the procedure, and encourage them to participate in interviews. Because of this, the business has a vastly improved possibility of meeting with the right competitors’ skills and experience.

Utilizing the services of an IT headhunter has numerous advantages, including the ability to hire specialists, which will result, among other things, in the more dynamic growth of your business. However, we must recognize that hiring such individuals is exceptionally time-consuming and demanding. For most people, changing jobs is a significant life decision, and the recruitment process can take several weeks (not counting the notice period at the current employer).

The cost is yet another significant distinction. An IT headhunter may receive a commission equal to 50% of the hired employee’s annual salary, depending on the IT specialist’s rank. The amounts paid by recruitment agencies can be as little as a few percent of the yearly salary.

As you can see, the difference between recruiter and headhunter is significant. The goal is the same, but they work with different strategies and focus on slightly different roles. Which one to choose specifically for your company? Let’s find out next.


Headhunter vs Recruiter: When to Choose One for Your Business?

If you are considering hiring an IT recruitment agency, you will get the most advantages from it if:

  • You want to close a skill gap quickly 
  • You want to create a new team or significantly increase the size of the one you already have (for example, you want to hire multiple IT specialists for the same position)
  • You want to reach mainly candidates who are actively looking for a job
  • You need more qualified workers to fill your pipeline
  • You require candidates for the narrow-profiled role

As for IT headhunter, you will be fully satisfied with their services if:

  • You are looking to fill a vacancy for an expert position and realize there is a challenge to find such specialists 
  • You want to attract passive candidates 
  • You need additional help at your HR department 


Final Thoughts 

It’s not easy to find IT specialists to hire, and a lot depends on who you’re looking for. When conducting the recruitment process on your own, you may need help to expand the team due to more complex requirements, such as a narrow specialization or a high level of responsibility for the person filling the vacancy. In this instance, many businesses outsource the job to a recruitment agency or IT headhunter. This is a good move with measurable benefits, like reducing the likelihood of erroneous hiring or hiring the best workers available.

HR Bit IT recruitment agency knows where to find advanced IT specialists for any purpose. We provide remote recruiting, IT headhunting, talent mapping, RPO and RaaS services and recruitment consulting. We can easily cover any skill gap in your company in no time.