Posting a job ad remains many companies’ reflex. For a key position it is rarely enough: the most sought-after profiles are employed, performing, and not browsing job offers.
70% of talent is not looking
LinkedIn Talent Trends studies have long shown that around 70% of professionals consider themselves “passive”: not actively job hunting, yet open to a relevant opportunity. A job ad therefore reaches, at best, a minority of the market.
Applications that miss expectations
According to Apec, the share of French companies struggling to recruit managers has fallen to around 49% in 2025. But the nature of the problem is changing: for the first time, the main difficulty cited is receiving applications that miss expectations. In other words, receiving CVs is not enough: they need to be the right ones.
What direct approach makes possible
- Precisely identifying the companies and functions where target profiles work.
- Contacting employed candidates, with a message tailored to their motivations.
- Assessing in depth and presenting a truly comparable shortlist.
- Preserving confidentiality when the role is sensitive.
Why a peer is more convincing
An employed candidate only listens if the opportunity is credible and well presented. Someone who has held this type of role speaks their language, understands their challenges and can explain why the opportunity is genuinely different.
Our approach
Businessful Minds recruits through direct approach, including “hidden” profiles not visible on the market, thanks to a network built over 20 years of operational experience. Every candidate presented has been met by the partner in charge.