16 Perfectly Good Reasons Why Your Company Definitely Doesn't Need a Headhunter

So, your company is thinking about bringing in a headhunter? Well, hold your horses, cowboy! Let’s take a moment to consider all the perfectly reasonable reasons to go it alone. After all, who needs recruitment specialists when you can dive into the thrilling, unpredictable world of DIY hiring? Below is my entirely serious—okay, not really—list of why you should keep Freshfield’s telephone number firmly in the “no need” pile. Let the adventure begin!

1. It’s way more fun to see how long a position can stay open!

It increases team bonding — every missed deadline becomes a new opportunity for everyone to work together to cover the gaps.

2. You’re convinced all the best talent is “out there”—but you’re also not quite sure where.

It’s like a treasure hunt, but for people! Why spoil the fun by using someone with a map or a plan?

3. You’re committed to hiring someone with no industry experience so they can “bring fresh ideas.”

After all, who better to revolutionize your industry than someone who’s never actually worked in it?

4. You love the thrill of high employee turnover—it’s like a real-life game of musical chairs!

Who needs stability when you can keep things fresh by refilling the same position every few months?

5. You find it reassuring when candidates are a little unclear about what a “balance sheet” is.

Hiring someone who’s fuzzy on the details keeps things flexible—and after all creativity is the real bottom line, right?

6. Who doesn’t love endless rounds of interviews?

After all, watching 23 different people say that “caring too much” is their greatest weakness is a productive way to spend your Wednesday afternoon.

7. You’ve always dreamed of mentoring potential over experience.

So what if your new CFO has never managed a team before? What is “Potential” other than experience waiting to happen? And every company needs a CFO-in-training, right?

8. You think “headhunter” sounds like something from a spy movie—and that’s just way too intense for your company culture.

If they’re actually going out and finding people for you, they’re probably a bit too motivated. You like to take it slow.

9. Why pay for a specialist? Your cousin’s roommate knows a guy on LinkedIn.

Why invest in search fees when you’ve got connections? If all else fails, you can always resort to Uncle Bob’s poker buddy’s daughter’s network.

10. You think talent is just like fine wine—it’ll come to you eventually if you just wait long enough.

Why rush the process with professional help? Your dream hire is out there… somewhere… probably waiting for your call right now. Or not. Who knows, who cares...

11. You believe in a DIY approach—if you can change a lightbulb, you can certainly find a COO.

Headhunting might be specialized, but come on, it’s all just people! If you can assemble IKEA furniture, you’ve basically got this.

12. You want your employees to develop strong multi-tasking skills by covering multiple roles indefinitely.

Need a Marketing Director? Just give the responsibilities to your Sales Manager, HR, and whoever has free time on Wednesdays.

13. You believe extremely long hiring processes build resilience.

If a candidate really wants the job, they’ll go through 9 rounds of interviews, a psych test, and three powerpoint presentations. And if they drop out, they clearly weren’t tough enough for the job anyway!

14. You want to give your competition a sporting chance by leaving key roles open.

Filling a position with a rockstar might give you an advantage, but who wants that? Let your competitors catch up—leave that VP role open a little longer.

15. You’re convinced that “the best hire is already inside” … even if it’s just Greg from IT who isn’t entirely sure what a P&L is and thinks a balance sheet is a Yoga pose.

Loyalty matters. Greg’s been here for years and keeps the Wi-Fi running! He’ll figure out the CFO role eventually.

16. You think a rotating team of temporary hires brings a “fresh perspective.”

Why lock yourself into one experienced leader when you could have six temporary consultants in a row, each with their own unique learning curve?

Conclusion:

At the end of the day, who really needs a headhunter when you can rely on a solid strategy like “hope for the best”? Sure, there’s always the risk of unfilled roles, mis-hires, and temporary chaos, but isn’t that part of the charm? If these reasons haven’t convinced you to skip headhunters, well, maybe you’re just the practical type. And if that’s the case, Freshfield will be waiting for your call—whenever you’re ready to trade in a little chaos for, you know, actual expertise.