Working with Headhunters and Recruiters
What Headhunters Actually Do
A headhunter - also called an executive recruiter or talent acquisition partner - is someone hired by a company to find and place candidates into specific roles. The key word there is hired by a company. Headhunters work for the employer, not for you. They get paid when they fill a role, typically earning a fee equal to 15-25% of your first-year salary. That means if you land a $100K job through a recruiter, the company is paying them $15-25K for finding you.
This is not a bad thing. It's just important to understand the incentive structure so you can work with it effectively.
Headhunters are valuable because they have access to roles you won't find on job boards. Many companies - especially for mid-level and senior positions - don't post publicly. They go straight to recruiters to find qualified candidates. Working with the right recruiter can open doors you didn't know existed.
How Sitreps Places Veterans
At Sitreps, recruiting is a core part of what we do. We've placed nearly 100 veterans into roles across defense, tech, consulting, finance, and more. We work directly with companies that want veteran talent - not because it checks a diversity box, but because they've seen what veterans bring to the table and want more of it.
Our process is different from the typical JMO recruiter model. We're not trying to move volume or push you into the first available role. We take the time to understand your background, your goals, and where you actually want to go. Then we match you with companies and roles that make sense for your career trajectory - not just your resume keywords.
If you're looking for your next role, check our open positions or visit the Talent Hub to learn more about how we work.
What Headhunters Can and Can't Do
This is where most veterans get confused. A headhunter is not a career counselor. They are not a job-finding service. They cannot create a role for you. Here's the reality:
What they CAN do:
- Connect you with roles their clients are actively hiring for
- Advocate for you with the hiring manager and push your candidacy forward
- Coach you on interview prep specific to the company and role
- Negotiate salary and benefits on your behalf (since higher comp = higher fee for them)
- Give you insider intel on company culture, team dynamics, and hiring timelines
- Get your resume in front of decision-makers who would never see it otherwise
What they CANNOT do:
- Get you a job that doesn't exist - they're constrained to their client's open requisitions
- Place you if you're not qualified for the roles they have
- Replace your own networking and career development work
- Guarantee you a position - if the company doesn't want to move forward, that's the end of it
- Represent you across the entire job market - they only know about roles their clients have
Types of Recruiters
| Type | How They Work | Best For |
|---|---|---|
| Retained Search | Paid upfront by the company to fill a specific senior role. Exclusive engagement. High-touch process. | Director+ and executive roles. More thorough, longer timeline. |
| Contingency | Only paid if they successfully place a candidate. Often competing with other firms and the company's internal recruiting. | Mid-level roles. Faster pace, higher volume. |
| Internal Recruiter | Salaried employee of the company. Sources and screens candidates for open roles within their organization. | Any level. They know the company culture deeply but only have their company's roles. |
| Staffing Agency | Places candidates into contract, temp-to-hire, or project-based roles. You may technically be employed by the agency. | Getting your foot in the door. Less stability but faster placement. |
| Veteran-Focused Recruiter | Specializes in military talent. Understands MOS translation, clearance value, and veteran culture. Sitreps falls into this category. | Transitioning service members and veterans at any level. |
How to Work with a Headhunter Effectively
Working with a recruiter is a professional relationship, not a friendship. Here's how to get the most out of it:
- Be honest about what you want. Don't say you're open to anything. Tell them your target role, industry, location preferences, and salary expectations. The more specific you are, the better they can match you.
- Ask about their client base. A recruiter who mostly places people into industrial sales roles isn't going to help you get into tech product management. Make sure their network aligns with your goals.
- Understand the fee structure. You should never pay a recruiter. The company pays them. If someone asks you for money, walk away.
- Read any agreements carefully. Some recruiters ask for exclusivity clauses meaning you can only work with them. This limits your options. Push back on this or make sure you're comfortable with their track record first.
- Stay responsive. When a recruiter sends you a role, respond quickly. Good candidates get scooped up fast. If you ghost a recruiter, they'll stop bringing you opportunities.
- Don't put all your eggs in one basket. Work with a recruiter AND do your own networking, applications, and outreach. The best outcomes come from multiple channels.
- Ask for feedback. If you get rejected from a role, ask the recruiter what happened. They often have direct feedback from the hiring manager that you'd never get applying on your own.
Red Flags to Watch For
- Pressure to accept quickly - A good recruiter gives you time to make a decision. If they're pushing you to accept an offer within hours, they're prioritizing their fee over your career.
- Vague job descriptions - If they can't clearly explain the role, the company, and the comp range, they're either fishing or don't have a real requisition.
- Overselling the role - "This is the opportunity of a lifetime" for a mid-level ops manager position? Be skeptical.
- No transparency on compensation - You should know the salary range before you interview. A recruiter who won't share this is wasting your time.
- High volume, low quality - If they're sending you 10 roles a week that have nothing to do with your background, they're spraying and praying. You want a recruiter who sends you 1-2 targeted, relevant roles.
The Veteran Advantage
Veterans are in demand. That's not just a slogan - companies genuinely want to hire veterans for their leadership, discipline, ability to operate under pressure, and security clearances. The best recruiters know this and can position your military experience as a competitive advantage.
That said, not every recruiter understands military experience. If your recruiter can't translate "Battalion S3" into "Operations Director" without your help, find someone who can. The best veteran-focused recruiters - and we include ourselves in this - speak both languages fluently.
Ready to Work with Us?
Sitreps has placed nearly 100 veterans into meaningful careers. We work with companies across defense tech, consulting, finance, and the broader corporate world who specifically want veteran talent.
- Browse our open roles - see what's available right now
- Visit the Talent Hub - learn about our placement process
- Submit a referral - know a veteran who needs a role? Send them our way
- Build your resume - use our resume builder to get your materials ready
Have questions about working with recruiters or want advice on your specific situation? Ask in the community forums - we'll give you the straight answer.