“We keep seeing the same profiles.”
“Even different head-hunters bring us the same names.”
When selecting a new recruitment partner, the expectation is clear:
“Bring us fresh talent we’ve never seen before.”
I understand the desire.
But it is largely an illusion.
Here’s why.
1. For a highly specific role, the talent pool is finite.
Let’s take a concrete case.
A company is looking for a Medical Affairs Director in neuro-oncology to lead a global product launch.
A competent Talent Acquisition professional or head-hunter will usually systematically target:
- Medical Affairs leaders
- Specialised in neuro-oncology
- With prior global launch exposure
- Experienced in matrixed, international environments
That population is not infinite. It is small. And visible.
Post an ad and you may receive 300 applications.
In reality, 10-15% will be (very) remotely aligned.
That leaves 30-45 profiles.
From those, perhaps 5-10 truly meet the technical bar.
Among them, maybe 1 or 2 are currently unemployed and diversely appreciated. (I personally never reject them automatically.)
A proactive direct-approach campaign may generate hundreds of targeted outreach messages.
You might receive 2 or 3 positive replies, meaning openness to discuss, not commitment.
And yes, some of them may also have applied already.
At the end of the process, you may hire someone who:
- Applied directly
- And responded to your outreach
The next time you recruit for the same role?
You will see the same ecosystem again minus the person you hired.
That is not a recruiter limitation.
That is market structure.
2. Where are the “fresh” profiles?
The honest answer?
They are not attracted
by the scope.
by the culture.
by the leadership.
by the timing,
by the reaction to challenging profiles / methods / personalities.
High-level professionals make rational and emotional career decisions.
Employer brand, governance, agility, reputation, compensation, reporting lines, all of it matters.
You cannot engineer attraction where there is none.
And reshaping your entire identity to seduce reluctant candidates is neither realistic nor sustainable.
A more strategic perspective
Instead of focusing on the frustration of seeing familiar names, consider this:
The profiles you consistently attract are not random.
They are a mirror of:
your positioning
your leadership
your culture
your perceived opportunity.
Recruitment does not create talent pools.
It reveals your place within them.
My position as a head-hunter
I will never promise candidates you have “never seen.”
I promise:
- Precision
- Access
- Market intelligence
- Honest feedback on your attractiveness in the market
- And on demand challenging advice on how you could open perspectives
Because the real question is not:
“Why do we see the same CVs?”
It is:
Why do the others not choose us?