Networking remains the most crucial element in executive recruitment strategies. As much as 60% of leaders are hired through direct search, with another 20% recruited via personal networks, according to analysis by Wyser Executive Search. In today’s highly competitive environment and with rising expectations from employers, relationships play a decisive role. They not only help attract top talent but also provide professionals with access to exclusive offers and career opportunities.
Traditional Methods Are No Longer Enough
At the managerial level, where business stakes are particularly high, job advertisements—the go-to method for many other roles—are insufficient. A survey of Wyser Executive Search consultants revealed that 60% of managers are recruited through direct search, i.e., headhunting. Another 20% come from personal networks or industry referrals. Job postings account for just 9%, while internal databases and other methods represent 6% and 5% respectively.
“In times of economic volatility and pressure on efficiency, companies expect modern leadership, flexibility, and the ability to respond quickly to challenges. In this context, recruitment relies on reaching the right people, mutual trust, and a deep understanding of motivations. Networking is therefore both a powerful candidate-sourcing tool and a source of reliable insight into potential employers, mutual expectations, and career development opportunities,” explained Paweł Prociak, Managing Director of Wyser Executive Search.
Senior recruitment often targets passive candidates—professionals not actively looking for new roles. Reaching them is possible only through long-term, direct relationships. LinkedIn is also a useful tool, cited by 44% of Wyser consultants as key in connecting with executives. Referrals and recommendations from industry peers remain highly valuable, providing insight into candidates’ competencies and cultural fit.
“A referral in executive search is more than a name on a list. It signals proven skills and recognition from other market leaders. Recommendations are essential in validating effectiveness and credibility,” said Kacper Krasnodębski, Executive Manager at Wyser.
The Hidden Job Market – How to Access It
The shift away from open job postings aligns with global data. According to The Interview Guys (2025), 70–80% of job offers are not advertised but exist in the so-called hidden job market, where networking, recommendations, and direct recruiter outreach dominate.
Some organizations avoid posting openings to prevent signaling internal changes. Direct outreach also proves more efficient, avoiding hundreds of irrelevant applications and focusing on candidates who best match business needs. Here, trust and understanding of expectations are crucial for assessing fit, motivation, and readiness to switch roles.
“Executives decide based on specific offers and their relevance for career growth. Who initiates contact and their credibility matter greatly. Established relationships make conversations smoother and lead to informed career decisions,” added Krasnodębski.
Wyser’s experience shows that relationships and market knowledge lead to more accurate board-level recruitment decisions, reducing the risk of mismatched hires.
“Recruiting managers requires a broader perspective than just assessing work experience. What matters is how they make decisions, operate in specific business environments, and whether they share the company’s values. This can be evaluated only when a recruiter deeply understands both the market and the individual. Only then can they advise not just on who to hire but also why that person is the right choice,” explained Prociak.
Building Relationships – The Manager’s Perspective
For managers themselves, networking delivers clear benefits. A wide network accelerates access to opportunities, including unadvertised roles, and fosters career development conversations. It also allows better understanding of potential employers, their expectations, and organizational culture.
“Executive recruitment is about finding leaders who strengthen the organization while also supporting the manager’s career growth. A balanced process must therefore meet strategic business needs while providing candidates with an environment where they can fully realize their potential,” said Krasnodębski.
Networking as a Source of Market Knowledge
Networking also serves as a source of intelligence on organizational trends and transformations—from emerging skill demands to shifts in management models. This enables recruiters to anticipate market needs and propose talent solutions even before vacancies arise.
“An executive search consultant’s effectiveness depends largely on their ability to operate within the industry ecosystem. Networking builds connections and market knowledge, allowing conversations about the future and trends—not just current openings,” noted Karolina Popiel, Associate Partner at Wyser.
Combining relationships, market knowledge, and recommendations makes recruitment a strategic process that delivers tangible value for both organizations and leaders.
Source: CEO.com.pl
