In headhunting, it’s not the first to reach out who wins. It’s the one who knows when to do it.
“Timing” isn’t intuition: it’s observation and strategy.
Approach too soon and it can feel like pressure; too late and it feels like resignation.
🔹 Watch the signals:
When a company is restructuring, when the candidate is posting more on LinkedIn or attending industry events… these are moments when they may be more receptive.
🔹 Nurture the relationship before you need it:
Share useful content, comment with value, be visible without being pushy.
Cold outreach only works in the freezer.
🔹 Leverage natural triggers:
Role changes, work anniversaries, new projects. Genuine excuses to reopen the conversation.
🔹 Avoid cold windows:
If they’ve just been promoted or are leading a key project, wait. Sometimes the smartest move is not to move yet.
The secret isn’t to talk more, but to choose the moment when they’ll actually listen.
Conclusion: timing isn’t improvised; it’s analysed, measured and felt.
Because in talent, as in life, sometimes arriving on time matters more than arriving first.
