How to Spot the Executive Recruiting Scams, a Pragmatic Disruptor™ Guide
- Jason Hatfield
- Dec 13, 2025
- 3 min read
First and foremost: Stop Wasting Your Time! As I (and many of my peers) navigate the executive job market, we are seeing an unfortunate increase in low-quality or outright scam outreach on social boards. These interactions don't just waste your time; they can compromise your personal data.
For those of you targeting VP, SVP, or C-level roles, here is the playbook I use—the three non-negotiable standards that distinguish a strategic partner from a time-wasting script.
Here's the scenario:
A recruiter contacts you on a social job board and says they are evaluating top candidates for critical roles that the hiring manager wants to fill in the next few days. They ask about your focus, salary, and general interests. Then they ask just for your resume, without aligning on the JD, the company, the culture, the mandate for the opportunity. Let's explore the three red flags.
1. The "Understood. Send Me Your Resume" Pivot
The Signal: You send a detailed, executive summary outlining your expertise (P&L, platform scale, CPO focus, etc.). The recruiter's reply is generic, often just "Understood. Please send your resume for a quick review."
The Problem: A legitimate executive recruiter (for a VP/SVP role) is highly specialized. After reading your detailed pitch, their next step is to immediately match you to a specific mandate. Their reply should contain a company name or a job title. A low-effort pivot suggests they have no specific role in mind and are merely harvesting documents for a database, a sales pitch, or worse.
Pragmatic Action: Do not send your resume. Ask, "Can you please forward the specific Job Description (JD) and Company Name first?" If they can't provide it, disengage.
2. The Refusal to Define the Mandate
The Signal: You ask for the JD or a link to the role, and they refuse, stating, "We need to verify your background first" or "I'll share details after you pass my internal review."
The Problem: For senior roles, the specific context (company culture, team size, P&L responsibility) is everything. You cannot assess fit, nor can they, without the JD. This tactic is used by resume-writing services or unqualified generalists attempting to screen candidates without knowing what they are screening for.
Pragmatic Action: Executive job searches are a partnership. If they treat the JD as classified information, they don't value your time. Maintain your boundary and move on.
3. The Missing Professional Footprint
The Signal: The recruiter's profile is generic: few connections, no posts or activity related to executive search, and a vague title (e.g., "Talent Acquisition"). They lack a corporate email (using Gmail instead) or work for a recruiting firm you've never heard of.
The Problem: Top executive search is conducted by established firms or senior internal talent partners. These individuals have strong, transparent professional footprints.
Pragmatic Action: Verify their company, check their activity, and look for shared connections. If they lack the credibility to recruit a C-level executive, they are not worth your time.
My Takeaway
Your executive time is your most valuable asset. Treat the initial message exchange as a first-stage screening of the recruiter. They must demonstrate they are a Pragmatic Disruptor™ partner—leading with purpose, data, and transparency. If they don't meet your standard for professionalism and transparency, they aren't worth the engagement.
Stay sharp. Stay safe. Stay bold. Stay curious. Disrupt the norm. Transform your outcomes because your time truly matters!
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