[💂 Saving Private Simon - Episode #002] Why Did He Say No to the Company, But Yes to Me?

"Real Stories. Real Conversations. Real Lessons"

Every recruiter has stories. These are mine.

Real conversations with candidates, clients, and hiring managers shared with identities changed, but lessons preserved.

📞 The Call I Received

I recently received a call from a long-time client.

They had a candidate they really wanted for a specific position. He was well known in he

market, and they already knew who he was.

So, they contacted him directly.

The answer was simple:

“No, thank you. I'm not interested.”

Then I got a call from the client.

“Simon, we contacted him, but he turned us down. Could you reach out to him and see if you can change his mind?”

I did.

And eventually, we hired him.

That made me think about a question I've heard many times:

If a company already knows who the right candidates are, why do they still use headhunters?

🔎 Finding the Right Candidate Is Only the Beginning

Today, companies have job platforms, employee referrals, talent databases, strong internal Talent Acquisition teams, and their own networks. In many cases, they can find the right people themselves.

But finding the right person and getting that person interested are two different things.

Here are some common reasons why candidates may say no when a company contacts them directly.

🤔 Why Do Candidates Say No?

1. “I'm not looking.

This is probably the most common answer. If someone is happy with their current job, they may have no reason to think about moving.

2. “The opportunity doesn't sound interesting.”

A job description tells you about the role and its requirements. But it doesn't always answer the most important question:

“Why should I move for this?”

3. “Why are they contacting me?”

If the company doesn't explain why they are interested in the candidate, the candidate may feel like just another person on a list.

4. “They're only going to tell me the good things.”

When a company contacts a candidate directly, candidates may expect to hear mostly positive things.

So they may hesitate to ask:

“What's the downside?”

“Why did the previous person leave?”

“What's difficult about this role?”

They may feel they won't get the full picture.

5. “I have questions, but who can I ask?”

Candidates often have many questions.

"What is the team really like?"

"What kind of manager is the boss?"

"Why is the position open?"

"Why did the previous person leave?"

"What are the real challenges?"

But asking these questions directly to a potential employer can feel uncomfortable.

6. “I don't want them to know I'm considering it.

This can be especially important in a small industry.

The company may be a competitor. People may know each other.

A candidate may worry that showing interest could create an unwanted conversation with their current employer or others in the market.

Sometimes, saying “No, thank you” feels safer than saying “Tell me more.”

7. “I don't want to look too interested.”

This can be even more common with senior candidates. They may not want to show too much interest before they fully understand the opportunity.

8. “The timing isn't right.”

Sometimes “No” doesn't mean “Never.”

It simply means “Not now.”

But when a company contacts them directly, it can be easier to say no than to start a conversation about a move they are not ready to make.

💬 Why Might a Candidate Prefer Talking to a Headhunter?

So, why might the same candidate be more open when a headhunter calls?

There are a few reasons:

They can ask difficult questions more openly - Candidates may feel more comfortable asking about the company's problems, management style, team culture, or why the position is open.

They can get a more balanced view - A good recruiter should talk about both the good things and the things the candidate should think about carefully.

They can talk about their concerns more freely - It may be difficult to tell a potential employer, “I'm worried about the culture,” or “I'm not sure about the manager.” It can be easier to say this to a recruiter.

They can understand why they were contacted - Instead of simply hearing about a job opening, they can understand why the recruiter thinks the role could be a good fit for them.

They can talk about their career, not just the job - The conversation can be about what they want next in their career and whether the opportunity fits those goals.

They can learn more without making any commitment - Having a conversation doesn't mean they are applying or saying yes. It simply gives them a chance to learn more.

In short, the conversation is less about selling a job and more about helping the candidate make the right decision.

🧩 What Happened With My Candidate?

That's exactly what happened in this case.

When I contacted the candidate, I didn't try to convince him right away.

First, I wanted to understand why he had said no

What was holding him back?

What would make him consider a move?

What did he still want to know?

Once we had that conversation, the opportunity looked different.

Not because I changed the job.

But because we had an open conversation about the opportunity, the challenges, and what the move could mean for his career.

Eventually, he changed his mind.

And we successfully completed the hire.

🎯 So, Why Do Companies Still Use Headhunters?

It's not simply because headhunters can find candidates.

Companies can often do that themselves.

The real value is in starting the right conversation with the right person.

A good headhunter can:

• Understand what motivates a candidate

• Find out the real reason behind a “No”

• Explain the opportunity from the candidate's point of view

• Be honest about both the good and the difficult parts

• Give the candidate a comfortable place to ask questions

• Build trust between the candidate and the company

• Help both sides decide if the opportunity is really right

  
  

📝 FINAL THOUGHTS 📝

The best candidates are not always difficult to find.

Sometimes, they are simply difficult to CONVINCE.

And sometimes, the difference between

“No” and “Let's talk” isn't the opportunity itself.

It's WHO starts the conversation and

how that conversation happens.

That's one of the reasons companies

still use good headhunters.

Finding the right person is only the beginning.

The real work starts when you have to

get that person to say YES.

💂 Saving Private Simon

Real Stories. Real Conversations. Real Lessons.