How to attract NZ executives who aren’t actually looking

Published 11 Jun 2025 | 2 min read

In today’s competitive talent landscape, many of the best leaders aren’t actively searching for new roles, they’re too busy leading successful teams and delivering results.

Yet, these passive candidates often make the most impactful hires.

So how do you attract top-tier leaders who aren’t even looking?

Here’s a strategic approach to engaging these individuals and opening the door to meaningful conversations:

1. Lead with purpose and vision

Leaders are rarely swayed by lateral moves. They’re drawn to opportunities that align with their values and offer a bigger stage to make an impact. When approaching a passive candidate, don’t just pitch a job, present a compelling vision.

Frame your opportunity as a chance to solve a high-stakes problem, drive transformational change, or build a lasting legacy.

Make sure your pitch answers: Why does this role matter? Why now? And why them?

2. Leverage trusted networks

High-calibre leaders are more likely to respond to someone they know—or someone referred by someone they trust. Leverage your existing network, board connections, investors, or industry advisors to make introductions. A warm recommendation cuts through noise and opens conversations faster than any cold approach.

Additionally, attending executive-level events, panels, and leadership forums can position you to build relationships long before an opportunity exists.

3. Use research to personalise the approach

Generic outreach won’t capture a passive candidate’s attention. Use your research tools to understand what they care about—past career moves, industry awards, board roles, or philanthropic work.

Tailor your messaging to reflect that knowledge.

For example:

"I saw your work leading [Company X]'s market expansion, our board is now prioritising similar growth. I’d value your perspective."

This positions you as someone who respects their expertise, not just someone filling a vacancy.

4. Offer discretion and dialogue, not decisions

Leaders don’t want to feel like they’re being “pitched.” Instead, invite a confidential discussion about the market, their goals, or trends in leadership.

Language matters. “Let’s talk” works better than “Are you interested in this role?”

Early conversations should feel exploratory, not transactional. Create space for them to express what would make a move worthwhile, whether that’s strategic influence, succession planning, company culture, or equity potential.

5. Showcase organisational readiness

Smart executives will evaluate your leadership bench, company health, and governance structure before considering a move. Ensure your pitch includes credible information about your board support, long-term strategy, and executive alignment. They’re not just joining a role, they’re joining a team at the top.

You can also engage a credible search partner to help validate your employer value proposition and discreetly open doors with finesse.

In summary

Attracting leaders who aren’t looking is less about filling a job and more about starting a conversation. Lead with purpose, leverage trusted networks, do your homework, and focus on relationships—not transactions. When done right, you won’t just find a candidate, you’ll find a game-changer. 

If you're hiring for your next key leadership role, take a look at EQ's approach:

More information on our executive recruitment services