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Administration Headhunter

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Recruiting in administration requires a clear understanding of support functions, organizational needs, internal processes, management tools and the level of responsibility associated with each position.

The right candidates often need to combine rigour, strong organizational skills, discretion, autonomy, coordination abilities and the capacity to work effectively with multiple stakeholders, including senior management, managers, employees, suppliers, clients, partners and internal teams.

Our administration headhunting service helps you identify, approach, assess and recruit qualified professionals for positions in administrative management, executive support, coordination, internal operations, customer service, office administration, governance, document management and administrative leadership.

Administration positions we can help you recruit for

We help organizations recruit administrative professionals at various levels, whether for support, coordination, management, operations or leadership positions.

Our recruitment mandates may include the following roles:

  • Administrative Director;

  • Director of Administrative Operations;

  • Administrative Manager;

  • Head of Administration;

  • Administrative Coordinator;

  • Operations Coordinator;

  • Administrative Assistant;

  • Executive Assistant;

  • Executive Administrative Assistant;

  • Management Assistant;

  • Administrative Technician;

  • Administrative Officer;

  • Office Clerk;

  • Receptionist;

  • Administrative Secretary;

  • Executive Secretary;

  • Administrative Support Manager;

  • Customer Service Manager;

  • Customer Service Coordinator;

  • Customer Service Representative;

  • Office Coordinator;

  • Office Manager;

  • Purchasing Manager;

  • Purchasing Coordinator;

  • Procurement Manager;

  • Administrative Logistics Coordinator;

  • Document Management Manager;

  • Documentation Technician;

  • Contracts Coordinator;

  • Contract Administrator;

  • Tender Coordinator;

  • Administrative Compliance Manager;

  • Internal Resources Coordinator;

  • Specialized positions within private companies, professional services firms, public organizations, non-profit organizations, SMEs, large organizations or multisite environments.

Each mandate is tailored to the size of your organization, your industry, internal structure, administrative tools, operational processes and the actual responsibilities of the position you need to fill.

Our administration headhunting process

1. Analysis of your needs and administrative environment

We begin by gaining a clear understanding of your organization, internal structure, administrative challenges, operational priorities and the specific role you need to fill.

This step allows us to define the responsibilities, required level of experience, administrative skills, tools used, interactions with internal teams and the criteria that will determine a successful hire.

2. Definition of the target candidate profile

We develop a clear and realistic candidate profile based on the required experience, professional background, level of autonomy, organizational skills, coordination abilities, communication style and the environment in which the candidate will operate.

The objective is to target the right professionals from the beginning and avoid a search that is too broad or poorly aligned with your actual needs.

3. Targeted search and market mapping

We identify potential candidates within relevant environments, including private companies, professional services firms, public organizations, non-profit organizations, SMEs, large organizations, corporate environments and multisite structures.

This targeted search gives you access to professionals who may not be actively browsing job postings but could be open to the right opportunity.

4. Direct and confidential approach

Selected candidates are approached professionally, credibly and discreetly.

Confidentiality is especially important for executive support positions, sensitive replacements, competitive recruitment mandates or situations where an organization does not want to make the search public.

5. Candidate qualification and interviews

We assess candidates based on their experience, achievements, administrative skills, motivations, salary expectations and overall fit with the position.

Depending on the mandate, the assessment may also cover proficiency with office software, priority management, attention to detail, discretion, service orientation, document management, file coordination, professional communication and the ability to collaborate with different teams.

6. Presentation of selected candidates

We present qualified candidates along with useful information to support your decision-making, including their background, achievements, key skills, tools mastered, expectations, availability and any important considerations.

Our objective is to help you meet candidates who are genuinely aligned with your criteria rather than providing a high volume of less relevant profiles.

7. Support throughout the final selection process

We can assist you with interview preparation, candidate comparisons, follow-ups, reference checks and other validation steps.

When relevant, psychometric testing, technical assessments, office software tests, case studies or practical exercises can also be incorporated into the process to support your final hiring decision.

8. Support through to hiring

We support you throughout candidate communications, expectation management, the employment offer and follow-ups leading up to onboarding.

This final step helps secure the hire, reduce the risk of candidate withdrawal and promote a smooth transition into your organization.

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