Who Gets Headhunted—and Who Gets Ahead?
基于对一家大型跨国猎头公司内部记录和44次深度访谈的分析，研究发现猎头倾向于从知名高绩效公司挖人，并依据职位头衔而非业绩锁定目标；同意被挖的高管往往来自业绩较差的公司且任期较短。
Executive OverviewEmploying 44 in-depth interviews and examining a large multinational search firm's detailed records for 2,000 executives working for more than 800 corporations, this research finds that the executive search firm targets large, reputable, high-performing companies to recruit from, and identifies individual target executives on the basis of their job title rather than their accomplishments. Moreover, executives who agree to be considered for a search tend to come from less successful firms and have shorter tenures than those who are targeted but decline to be considered for a search. The search firm studied tends to help individuals move between industries but not across job functions or to new roles. This evidence-based research guides attention to a type of labor market intermediary that plays an increasingly important role in labor markets today, but has remained underexplored by academics.