I know many well-known foreign and local headhunting consultants. 50% headhunting consultants initially chose to be headhunters in order to switch to hr, and a large number of headhunters went to enterprises to do hr back office work, many of whom had no human resources education background. For example, ibm, Oracle Bone Inscriptions, Siemens, General Motors and other companies all have hr as headhunters. An hr in Oracle Bone Inscriptions is said to be the highest paid headhunter who switched to HR.
The pressure of headhunting is often greater than that of recruiters in foreign companies, and headhunting is an active recruitment mode, which is more helpful to enterprises than traditional passive recruitment methods. Through headhunting, we can grasp the information of talent distribution, enterprise market situation, organizational structure, corporate culture, management mode and so on in the whole industry. We have more information than inhouse's HR. Other companies think that it is better to recruit a headhunter than spend hundreds of thousands of headhunters a year, so many companies like to recruit people from headhunters.
It is easy for headhunters to be recruiters and managers, but it takes more effort to move up.