IT Recruitment Agency vs IT Headhunters: What Is the Difference?

Who is and what does an IT Headhunter do?

IT Headhunter is a profession closely related to the HR industry. Its purpose is to help companies in their search for the best employee for a given job position and at the same time to support highly qualified professionals in finding satisfactory employment. IT Headhunter is a person who is engaged in finding the best IT professionals for a given job position. He finds for his client employees with the best qualifications to perform specialized duties in a particular company. This should be a specialized person with extensive knowledge of the IT industry, must have a good understanding of his client’s expectations, and correctly verify the competence of candidates. Knowledge of psychological or sociological sciences, as well as having an extensive network of contacts are also useful.

  • Test the hard and soft skills of potential specialist employees at interviews
  • Direct search. It consists in using such methods that will allow us to precisely reach a potential candidate who meets all the requirements necessary to perform the tasks at a given position.
  • Providing information about the client company and the position
  • Assist the client in improving the outsourced recruitment process
  • Direct contact with candidates and building long-term relationships with them

How does an IT recruitment agency work?

Recruitment agencies deal with complex recruitment processes on behalf of their client, i.e. a company interested in hiring IT specialists.

What is the difference between an IT recruitment agency and an IT Headhunter?

In a recruitment agency, recruiters mainly contact people who are currently open to changing jobs. They use their own databases and also place ads on job portals. Recruiter on the basis of previously defined needs, assumptions, and responsibilities of the position prepares and publishes an ad. Such an ad contains all the key information about the company, the project, the duties waiting for the candidate, and the competencies and skills that are sought by the employer. Traditionally, after the publication of the offer, the recruiter remains a passive party — waiting for applications from interested people who decide on their own to participate in the process. To increase efficiency, recruiters also use the option of direct search. The main portal on which they find candidates open to a job change is LinkedIn. After a short period of time, the recruiter presents the client with several candidates who meet his expectations.

When is it worth choosing to work with an IT headhunter vs. a recruitment agency?

  • You want to fill a vacancy quickly
  • You want to build a new team or significantly expand the current one (e.g. you are looking for several IT specialists for the same position)
  • You want to reach mainly candidates who are actively looking for a job
  • You are looking to fill a vacancy for an expert position and know that there are not many people in the market with these qualifications.
  • You want to reach passive candidates
  • Want to support an internal IT recruiting department in a search or don’t have one at all


Hiring IT specialists is not an easy task and much depends on who exactly you are looking for. The more advanced the requirements (e.g. due to narrow specialization or high responsibility to be borne by the person filling the vacancy), the more you have to reckon with the fact that expanding the team may prove impossible when conducting the recruitment process on your own. In this case, many companies decide to delegate the task to a recruitment agency or IT headhunter. This is a good move, which will bring measurable benefits, such as minimizing the risk of misguided recruitment or acquiring the best employees on the market.



Marketing Specialist at Next Technology Professionals - IT Recruitment | IT Outsourcing

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Aga Babicz

Aga Babicz


Marketing Specialist at Next Technology Professionals - IT Recruitment | IT Outsourcing