Why Every Executive Needs a Trusted Executive Recruiter

What to do—and what to avoid—to secure high-level executive roles.

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By Brian Boomsma, Executive Recruiter & Career Strategist | GLC Executive Recruitment Division

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You wouldn’t make a high-stakes careermove without a strategic advantage—just like top professionals don’t navigatecomplex deals without trusted agents orindustry experts.

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The best executive roles aren’t found injob listings. They’re unlocked through high-valuerelationships with the right Executive Recruiter.

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But here’s the key: Executive Recruiters don’t work for you. They work for companies.The way you engage with them determines whether you become their go-to candidate or just anotherexecutive in the pipeline.

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So, how do you ensure you build a strong, long-term recruiter relationshipthat keeps you top of mind for elite opportunities? Here’s the strategy everyexecutive should follow.

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Step 1: Vetting & Selecting the Right Executive Recruiter

Not all Executive Recruiters are createdequal. Choosing the right one can accelerateyour career, while choosing the wrong one can waste your time.

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✔ Key Traits of aStrong Executive Recruiter:

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●       Industry Expertise – Do they specialize in your sector and leadership level?

●       Track Record of High-ValuePlacements – Have they placed executives at respectedcompanies?

●       Access to Hidden Roles – Do they present unlisted leadership opportunities?

●       Reputation &Professionalism – Are they well-regarded by executivesthey’ve placed?

●       Transparency & MarketKnowledge – A good recruiter tells you the truth aboutyour positioning and the job market.

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🚫 Red Flags to Avoid:

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●       They promise you a job without even reviewing your experience.

●       They don’t specialize in your industry or leadership level.

●       They ghost you after an initial conversation or don’t follow through.

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Step 2: Establishing a Strong Online Presence

Before an Executive Recruiter reachesout, they’ll research you online. Ifyour presence is weak, outdated, or generic, you won’t make their list.

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✔ How to OptimizeYour LinkedIn Profile:

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●       Headline & Summary Matter – Be clear on your executive value. Instead of “Senior Executive in Finance”, say “CFO | Scaling Growth-Stage Firms to $500M+ Valuation”.

●       Showcase Achievements withData – Use impact-driven results, not just jobdescriptions.

●       Stay Visible – Engage with industry discussions, post insights, and maintain an active presence.

●       Be Searchable – Use industry-relevant keywords so Executive Recruiters can find you.

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🚫 What NOT to Do:

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●       Have an incomplete or outdated LinkedIn profile.

●       Use vague or uninspired job titles that don’t highlight your expertise.

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Step 3: Making the Right First Impression with an Executive Recruiter

Your first conversation isn’t a job interview—it’s a strategicbusiness discussion. You’re positioning yourself as a high-value candidate.

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✔ Best Way to Reach Out:

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"Hi  [Recruiter’s Name], I’ve followed your work in executive placements within[industry] and would love to connect. I’m currently in a leadership role at [Company] and want to stay ahead of executive opportunities. Would you be open to a brief conversation?"

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🚫 What NOT to Say:

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"Hi, do you have any jobopenings?"

An Executive Recruiter isn’t a job board—they’re an industry connector who needs to see yourpotential before advocating for you.

Step 4: Building a Long-Term Relationship with Your Executive Recruiter

Building a recruiter relationship isn’t aone-time effort—it’s an ongoing professional partnership. Here’s how to stay on their radar:

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✔ Check In Every 4-6Months– Keep them updated on career moves, achievements, and market trends.
✔ Send Referrals – If a role isn’t for you but you know someone perfect for it, makethe introduction. Recruiters rememberand reward this.
✔ Engage Beyond Job Searches – Treat your recruiter as a marketadvisor, not just a hiring channel. Ask about trends, leadership salaries,and company shifts.

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🚫 Mistakes Executives Make:

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●       Only reaching out when unemployed.

●       Expecting the recruiter to “find them a job” instead of treating it asa partnership.

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Step 5: Leveraging the  Recruiter’s Guidance During the Hiring Process

Once you’re in the hiring process, howyou handle each stage affects yourrecruiter’s ability to advocate for you.

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✔ Be Punctual &Reliable– Show up prepared for every recruiter call and hiring discussion.
✔ Trust TheirMarket Knowledge– Take their advice on salary expectations, negotiation tactics, and interviewapproaches.
✔ Stay Engaged& Responsive – Recruiters move quickly. If youdelay, you may lose the opportunity.

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🚫 What NOT to Do:

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●       Ghost the recruiter after an interview.

●       Ignore their advice about salary negotiation strategies.

●       Expect them to handle every step without your involvement.

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Step 6: Your Executive  Future—A Strong Recruiter Partnership

The most successful executives treat recruiter relationships as long-termassets. Even if you’re not looking today, building this connection positions you for future leadership moves.

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● Your Executive Recruiter is your link to high-value, unlisted roles.
● The way you engage withthem determines whether they prioritize you for top opportunities.
● Start building thatrelationship now, not when you need a new role.

● Want to be on the radar for your next leadership move? Start theconversation today.

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Final Takeaway: Build the Relationship Before You Need It

If you’re not actively building recruiterrelationships, it’s time to start.

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About Brian Boomsma

Brian Boomsma is an executive recruiter specializing in matching top-tier leadership talent with the right opportunities. With deep industry insight and a track record of helping executives advance their careers with precision, he helps top professionals make their next move with confidence.

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Get in touch and position yourself for your next executive opportunity. Let’s talk

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More Executive Career Insights and Actionable Tips to Explore

• Staying Market-Ready: The Benefits of a Passive Job Search‍
• Is Your Compensation Truly Reflective of Your Leadership Value—Or Are You Leaving Money on the Table?
• Key Questions to Ask in a Job Interview That Will Set You Apart from the Competition
• The Three-Year Career Checkup: Your Blueprint for Strategic Growth
• Is Your Resume Showcasing Your Executive Potential?