How to get headhunted in Australia - positioning yourself to be found

Most people approach job searching as an active pursuit - searching job boards, sending applications, waiting for responses. And that approach works, to a degree.

But the best roles - the ones that aren't advertised, the ones where someone reaches out to you directly — come from being findable. From having built enough of a professional presence that when a recruiter or hiring manager is thinking about who would be right for something, your name comes to mind.

This is what getting headhunted actually looks like. And it's more achievable than most people think.

Understand how recruiters actually search

When I'm looking for a candidate for a role - particularly a specialist or senior role - my first move is almost never a job board. It's LinkedIn.

I'll search for specific job titles, skills, companies, and locations. I'll look at the profiles that come up. I'll read the headlines and About sections. I'll check for relevant experience and visible achievements. And I'll reach out to the people who look like the right fit.

If your LinkedIn profile is incomplete, out of date, or doesn't contain the keywords I'm searching for — you won't come up. And I'll never know you exist.

The headline is your search ranking

LinkedIn's algorithm uses your headline as a primary signal for search. If your headline is "Marketing Manager at [Company]" you'll only appear when someone searches for that exact combination.

If your headline is "Digital Marketing Manager | CRM | Klaviyo | Email Marketing | Ecommerce" — you'll appear for searches across all of those terms.

Think of your headline as an SEO exercise for your own career. What would someone type into LinkedIn to find someone like you? Those are the words that should be in your headline.

Be visible in your industry

Recruiters and hiring managers pay attention to who is active and engaged in their industry. Commenting thoughtfully on relevant posts. Sharing insights from your work. Writing about something you've observed or learned.

You don't need to post every day. You don't need to build a personal brand. But being occasionally visible — in a way that demonstrates genuine expertise — means you're more likely to be remembered when an opportunity arises.

Stay in contact with recruiters you've worked with

If you've worked with a recruiter before — even if nothing came of it — keep that relationship warm. A brief message every six months to update them on where you are and what you're open to keeps you in their thinking.

The candidates I call first when a relevant role comes up are the ones I've had recent, genuine conversations with. Not the ones I haven't heard from in two years.

Be clear about what you want

Headhunting works best when the person being approached has a clear professional identity. I know what they're good at, what they're looking for, and what would make them consider a move.

If you're unclear about this yourself, it's hard to communicate it to others. Spend some time getting specific about what your ideal next role looks like — the type of business, the scope of the role, the level, the location, the culture. The clearer you are, the more a recruiter can advocate for you when the right thing comes up.

Career Kit covers how to build the kind of professional presence that gets you found — LinkedIn optimisation, how to tell your career story, and how to make sure recruiters know who you are and where you're headed. careerkit.com.au.