Navigating the Recruiting Landscape: Internal, External, and Executive Recruiters Explained

Recruiters play a crucial role in helping companies find the right talent, but not all recruiters operate in the same way. If you’re job searching or considering a career move, understanding the key differences between internal, external, and executive recruiters can help you navigate the hiring process more effectively and make the right connections at the right time.

Internal Recruiters: Focused on Their Company’s Needs

Internal recruiters, also known as in-house recruiters or corporate recruiters, work directly for a company. Their sole responsibility is to fill open roles within their organization. Because they are deeply embedded in their company’s culture and hiring strategies, they have a clear understanding of what the organization needs and what kinds of candidates will thrive there.

Key Characteristics of Internal Recruiters:

• Company-Focused: They work exclusively for their employer and aim to find the best fit for their company’s open roles.

• High Volume of Applicants: Internal recruiters receive a large number of applications (many times over 500!) and referrals from internal employees, which means they rarely need to source passive candidates (those who aren’t actively job searching).

• Quotas: They may have a quota – how many jobs they need to fill each month. Even if they don’t have a quota, they are most likely juggling between eight and fifteen job openings. So if they screen three to five candidates for each job (and may times a lot more), they are engaging with at least 75 potential candidates at any one time. That is why they don’t have time to “just meet you” for future opportunities. 

• Process-Oriented: They are responsible for managing the entire hiring process, from reviewing applications and conducting initial interviews to coordinating hiring manager interviews and extending offers.

• Limited Industry /Company Scope: Since they only recruit for their company and the jobs they are assigned to recruit for, they are not necessarily connected to a broad network of opportunities in your industry, nor are they considering you for other opportunities within the company that another recruiter may be working on. Therefore, just because you are in the mix for one job (you passed the recruiter screen), if you see another job at the company, ask the recruiter to connect you with the recruiter working on that opening. If they are impressed by you, they may pass you along!

  
  

External Recruiters: Industry Specialists Who Connect Talent with Companies

External recruiters, often referred to as agency recruiters or headhunters, work for recruiting agencies rather than a specific company. Don’t let the word “headhunter” fool you. They still work for companies and not you. Their job is to match qualified candidates with organizations that have open roles, typically focusing on specific industries, job functions, or levels of seniority.

Key Characteristics of External Recruiters:

• Work With Multiple Companies: They are hired by various organizations to fill positions, meaning they have access to a broad network of opportunities across different companies.

• Build Candidate Databases: Because they work across industries, external recruiters maintain large pools of potential candidates they can reach out to when a relevant position opens up.

• Source Passive Candidates: Unlike internal recruiters who primarily focus on applicants, external recruiters actively seek out passive candidates who may not be job hunting but could be the perfect fit for a role.

• Commission-Based Compensation: Many external recruiters earn commissions based on successful hires, which can make them highly motivated to place candidates quickly. That also means if you are not the right candidate for an open role, they won’t take a random “meet and greet” without a direct referral. 

  
  

Executive Recruiters: Focused on Senior-Level Hires

Executive recruiters, also known as executive search firms or retained search firms, specialize in filling high-level leadership roles, typically at the VP level and above. These recruiters may be internal (hired by a company to build its leadership team) or external (working for search firms that conduct exclusive executive-level searches).

Key Characteristics of Executive Recruiters:

• High-Level Focus: They recruit for senior leadership positions such as VPs, C-suite executives, and board members.

• Strategic Hiring: The hiring process for executive roles is often complex and involves extensive vetting, including deep assessments of leadership capabilities, cultural fit, and long-term impact.

• Extensive Networks: Executive recruiters have well-established industry relationships and often engage with top executives long before a role becomes available.

• Confidential Searches: Many executive searches are conducted discreetly, especially if they involve replacing a current leader.

  
  

Who Do Recruiters Work For?

If you’re looking for a new opportunity, knowing when and how to connect with recruiters can improve your chances of landing the right role. Here’s how to approach each type of recruiter:

Internal Recruiters:

• When to Reach Out: If you’re specifically interested in working for a particular company, you can engage with internal recruiters by applying directly to job postings on the company website and networking with employees – especially hiring managers in your area (e.g. if you want to work in marketing, look for the VP of marketing in your specialty).

• How to Approach Them: Once you have applied online, you can send a LinkedIn Inmail or an email, attach your resume to it, and express your interest in the company and align your skills and the value you can bring to the open position. However, don’t expect them to reply! Remember when I said they were swamped! The most you can hope for is they read your short note and click on your LinkedIn and see how you can be a viable candidate.

  
  

External Recruiters:

• When to Reach Out: If you want to explore multiple opportunities in your industry, external recruiters can be valuable partners.

• How to Approach Them: Build relationships with industry-specialized recruiters by connecting on LinkedIn, attending industry events, or asking for introductions. Keep in mind that they prioritize candidates who closely match their current job openings. So, it will be hard to get a “meet and greet” if they don’t have an opening you can fill at this immediate time. If they post their name with the online job description, you can do a similar reach out as you would with an internal recruiter.

  
  

Executive Recruiters:

• When to Reach Out: If you’re an experienced professional seeking a leadership role, having a strong relationship with executive recruiters can be beneficial—even before you’re actively job searching.

• How to Approach Them: Establish yourself as a thought leader in your field by speaking at conferences, publishing industry insights, posting on LinkedIn and networking with senior professionals. Also, ensure your resume is polished and upload it to their websites (e.g. Korn Ferry, Spencer Stuart, Heidrick & Struggles, Russel Reynolds Associates, Egon Zehnder). Note, executive recruiters often seek out top talent rather than waiting for candidates to come to them. The more visible you are with your thought leadership, the better chance an executive recruiter will see you and consider you for open positions.

  
  

Final Thoughts

Recruiters are valuable allies in the hiring process, but their priorities differ based on whether they are internal, external, or executive-focused. By understanding how each type of recruiter operates, job seekers can tailor their approach, build meaningful connections, and increase their chances of finding the right career opportunity.