Confessions of a Headhunter: The Friday Afternoon Truth in Executive Search

Written by Raj Tulsiani

Why the End of the Week Changes Candidate Behavior, Avoiding Rushed Hiring Decisions Before the Weekend, and The Realities of Closing Leadership Deals.

Years ago, I got the call to pitch a national healthcare client in NHS - on a Friday afternoon.
I’m fairly sure I was asked because everyone else didn’t want the slot.

Lesson #6 - The Friday Afternoon Truth

But I said yes. I knew the hospital, the area, and what the community expected from the service. So I walked in prepared - not with a glossy brochure, but with a point of view.

The panel did what panels often do: the familiar checklist. Expertise. Network. Track record. Risk.

Then they asked: “Do you have any questions for us?”

I said, “Yes - three.”

Question one: How well-defined is your clinical business case for improving the red-rated outcomes and experience indicators for ethnic minority patients?

Not a slogan. A plan. Because in areas like mental health, representation and empathy can change engagement, trust, and outcomes.

Most of the room missed the point. The Chair didn’t.

Question two: “On process - you can have as much process as you like, but for these NED roles you don’t need search-and-select. You need old-fashioned headhunting.”

You need credible people with governance experience and enough skin in the game to do more than decorate a website.

Then came the challenge:

“So what makes you different from the other firms?”

I didn’t soften it.

Question three: “Because I don’t buy the narrative you’re producing.”

They were selling the organisation’s reputation as the hook. But the kind of person they actually needed - someone who could represent diverse communities and help shift trust - wasn’t going to be motivated by a corporate brag-sheet.

I said: “If you want someone to sell ‘we’re amazing’, I’m not your person. If you want someone to work with you to build a narrative that’s fair, positive, and provable - with real proof points and a plan to deliver them - then here’s what I would do.”

And I walked them through it.

For a moment, I thought I’d pushed it too far. The room went tight.

But the Chair got it.

He called me that evening:

“We’d like to work with you. Next time, bring a researcher who can help manage the room - but you were braver, clearer, and you actually brought a plan we can get behind.”

The takeaway:

Preparation only works if you’re prepared - but honesty only works if it comes with a plan.

Integrity isn’t a tactic; it’s a filter. It repels the wrong work and attracts the right buyers.

Moral: Don’t win the pitch by flattering the story - win it by fixing the truth.

If you’d like to learn more about Green Park executive search methodology as an executive search partner who looks beyond the Friday afternoon rush to find long-term leadership fits? Connect with Green Park's talent advisory team today.