獵頭公司一般尋找的人才主要包括以下幾類：

　　Headhunting companies generally look for the following types of talents:

　　高級管理人才 ：包括總裁、副總裁、總經(jīng)理、副總經(jīng)理、人事總監(jiān)、人事經(jīng)理、財務(wù)經(jīng)理、市場總監(jiān)、市場經(jīng)理、營銷經(jīng)理、產(chǎn)品經(jīng)理、技術(shù)總監(jiān)、技術(shù)經(jīng)理、廠長、生產(chǎn)部經(jīng)理、高級項目經(jīng)理、高級工程師、博士后、博士、工商管理高級人才以及其他高級顧問等經(jīng)理級以上人才。

　　Senior management talents: including presidents, vice presidents, general managers, vice general managers, HR directors, HR managers, finance managers, marketing directors, marketing managers, product managers, technical directors, technical managers, factory directors, production department managers, senior project managers, senior engineers, postdoctoral fellows, PhDs, senior business management talents, and other senior consultants at or above the managerial level.

　　中端人才 ：具有優(yōu)秀的工作能力和溝通能力、擁有龐大的人際關(guān)系網(wǎng)、對自己有準確定位的人，例如射頻/微波器件首席設(shè)計師、研發(fā)采購經(jīng)理、零售陳列督導、高級電路設(shè)計工程師、汽車行業(yè)高級研究員、水表產(chǎn)品經(jīng)理、日語軟件測試工程師、法務(wù)翻譯、店鋪選址開發(fā)人員等。

　　Mid end talents: individuals with excellent work and communication skills, a large network of interpersonal relationships, and accurate self positioning, such as chief designer of RF/microwave devices, R&D procurement manager, retail display supervisor, senior circuit design engineer, senior researcher in the automotive industry, water meter product manager, Japanese software testing engineer, legal translator, store location developer, etc.

　　具有潛力的專業(yè)人才 ：獵頭公司也會關(guān)注那些雖然目前職位不高，但具有較大發(fā)展?jié)摿Φ闹谢鶎宇I(lǐng)導者或?qū)I(yè)人才，尤其是那些具有良好工作業(yè)績和明確職業(yè)發(fā)展方向的人。

　　Potential professionals: Headhunting companies also pay attention to mid to low level leaders or professionals with significant development potential, especially those with good job performance and clear career development directions, although their current positions are not high.

　　行業(yè)精英和技術(shù)純熟人才 ：包括中高級人才、管理層人才、精英人才、技術(shù)純熟人才等。

　　Industry elites and technically proficient talents: including mid to senior level talents, management talents, elite talents, technically proficient talents, etc.

　　具有優(yōu)秀背景和業(yè)績的人才 ：獵頭公司青睞那些具有優(yōu)秀的企業(yè)背景、較高的任職職位、出色的工作業(yè)績、良好的教育背景、權(quán)威的職業(yè)認證、高尚的職業(yè)操守、高職業(yè)穩(wěn)定性、良好的溝通能力和積極的職業(yè)心態(tài)的人才。

　　Talents with excellent backgrounds and performance: Headhunting companies favor those with excellent corporate backgrounds, high-level positions, outstanding work performance, good educational backgrounds, authoritative professional certifications, noble professional ethics, high career stability, good communication skills, and positive professional attitudes.

　　適應性強的人才 ：特別是那些能夠適應復雜企業(yè)內(nèi)部管理環(huán)境、精通本土管理文化的人才，以及具有跨國公司工作經(jīng)驗、學過外企規(guī)范化管理的人才。

　　Highly adaptable talents: especially those who can adapt to complex internal management environments of enterprises, are proficient in local management culture, and have work experience in multinational companies and have studied standardized management in foreign enterprises.

　　職業(yè)道德和品行良好的人才 ：獵頭公司非常注重候選人的個人品行和職業(yè)道德，因為這是他們推薦人才時的重要考量因素之一。

　　Talents with good professional ethics and conduct: Headhunting companies attach great importance to the personal and professional ethics of candidates, as they are one of the important considerations when recommending talents.

　　綜上所述，獵頭公司尋找的人才主要是具有高級管理經(jīng)驗和專業(yè)技能的人才，同時也會關(guān)注那些具有潛力和良好職業(yè)素養(yǎng)的中高端人才。

　　In summary, headhunting companies mainly seek talents with advanced management experience and professional skills, while also paying attention to mid to high end talents with potential and good professional ethics.

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