Why Targeting Passive Candidates Is a Game-Changer & Creating a Big Impact

November 21, 2025 – As competition for specialized talent intensifies, organizations are rethinking how they identify and engage top performers. Companies increasingly recognize that the strongest candidates often aren’t scanning job boards—they’re succeeding in their current roles. To secure these high-value professionals, employers are adopting more strategic, relationship-driven approaches to talent acquisition.

In today’s global talent market, forward-thinking companies are shifting beyond traditional hiring methods to recruit passive candidates and high-performing professionals who are not actively job hunting but are open to compelling new opportunities, according to a new report from Juan Moreno, managing director – international – executive search at StevenDouglas. “These individuals can be transformative at both the executive and operational levels, particularly when filling mission-critical roles across complex industries like mining, agriculture, and energy,” he said.

What is the hiring secret most companies using job boards and hiring posts on social media don’t know? “Most executive roles that are filled, which typically require confidential, targeted search, come from the passive candidate pool – those not actively looking for new job opportunities,” Mr. Moreno said. Both U.S. and international data point to roughly two‑thirds to over 90 percent of C‑level and executive hires coming from passive candidates, according to research from LinkedIn.

Globally, research shows a very high passive‑hire rate for leadership and high-level roles. LinkedIn’s Talent Trends research indicates about 70 percent of the global workforce is passive (not actively job‑seeking). “This approach is especially valuable for companies expanding or hiring across borders, including in strategic regions such as Latin America and Canada, where local knowledge and cultural fluency can make or break a hire,” Mr. Moreno explained.

The Strategic Value of Passive Candidates

Unlike active job seekers, passive candidates are typically excelling in their current roles and not browsing job boards, according to Mr. Moreno. Yet they represent some of the best talent available he said—if you know how to reach them. StevenDouglas offers a look at four reasons why they’re worth pursuing:

1. High-Caliber Talent: Passive professionals are often leaders in their field, already contributing significantly to their current organizations. Bringing them into your company injects proven expertise.

2. Lower Competition: Because these individuals aren’t actively applying, your company avoids the crowded candidate pool and gains a competitive edge in attracting them.

3. Cultural Compatibility: Passive candidates tend to make thoughtful moves. When approached correctly, they bring a strong likelihood of long-term retention and cultural alignment.

4. Fresh Industry Insight: These professionals often bring innovative strategies and niche knowledge, especially valuable in complex or heavily regulated industries.

Recruiting passive candidates internationally, particularly in regions like Latin America and Canada, requires far more than job ads and LinkedIn posts, Mr. Moreno noted. “It calls for a consultative, research-driven approach that combines global reach with deep local insight,” he said. “This hiring situation is where executive search and talent advisory firms like StevenDouglas provide an advantage. With over 40 years of experience placing top-tier leadership and specialized professionals, my team at StevenDouglas is uniquely positioned to help companies access passive talent across borders and we employ a number of strategies to be successful.”

Juan Moreno leads StevenDouglas’ Latin American executive search practice, providing clients with in-country talent in Latin America across different industries including: manufacturing, natural resources/mining, banking and wealth management, and power/alternative energy. He brings significant experience in recruiting and executive search in Latin America and Europe, where he built management teams in IT, operations, finance, marketing and government relations.  

StevenDouglas also offered five ways to help companies find high-performing passive talent:

1. Specialized Industry Expertise: The firm understands the complexities of the mining, agriculture, and energy sectors—including the operational nuances and workforce demands specific to Latin America and Canada.

2. Local Networks, Global Reach: With embedded teams and deep connections throughout Latin America and Canada, StevenDouglas connects with passive candidates that are invisible to internal HR teams or job boards.

Related: Six Sourcing Strategies for Recruiting Passive Candidates

3 Customized Talent Solutions: Whether you need executive search, interim leadership or professional recruiting, StevenDouglas adapts its strategy to fit your organization’s goals and timelines.

4. Confidential, Targeted Outreach: “Passive candidates value discretion,” Mr. Moreno said. “We approach them thoughtfully and professionally, building trust and interest through a tailored narrative that includes privacy and confidentiality for both the companies and candidates involved in the hiring process.”

5. Time-Efficient Delivery: “Our team does the heavy lifting for companies we represent so that taking on these covert searches isn’t a time-consuming process for leadership,” Mr. Moreno continued. “From market mapping and benchmarking to candidate vetting— we do the backend work and research so you can focus on decision-making with confidence.”

Many companies find long-term ROI in a passive recruitment approach, according to the StevenDouglas report. “Investing in a strategy to attract passive international talent pays off and companies that successfully secure these professionals benefit from stronger leadership, faster market adaptation, and sustainable growth,” it said. “In an increasingly global and competitive business environment, your ability to hire game-changing talent can define your success, so we guide candidate searches with precision, discretion and a results-driven strategy.”

5 Techniques to Overcome Global Hiring Challenges

Attracting passive candidates, especially across borders, comes with its own hurdles. StevenDouglas points to the following five:

1. Strong Employer Loyalty: These candidates often require compelling offers involving meaningful work, leadership opportunities, or relocation support.

2. Cultural & Legal Nuances: Hiring across Latin America or Canada means understanding regulatory frameworks, labor laws, and cultural expectations.

3. Competitive Compensation: Top talent expects market-aligned packages that reflect both expertise and location-specific cost-of-living factors.

4. Persuasion Over Promotion: Passive candidates are moved by vision and values, not job titles. Effective recruitment requires an authentic, relationship-based approach.

5. Counteroffers & Retention: Employers often fight hard to retain these professionals. Having a well-thought-out engagement and onboarding plan is essential.

“Start hiring internationally with confidence by having an expert who understands the specific expertise or market you’re hiring for,” Mr. Moreno said. “Whether you’re expanding into Latin America, building teams in Canada, or seeking world-class leaders in niche industries, I am always advising and assisting my clients on how to identify and retain the best talent whether they are actively or passively looking for new opportunities. My team has a successful track record reaching passive talent that drives a company’s global success.”

Established in 1984, StevenDouglas is a boutique executive search and interim resources firm. Its client base is industry agnostic and ranges from start-ups and emerging middle-market to Fortune 500 companies and private equity firms. StevenDouglas has experience in a variety of key areas of expertise, as well as rapid-growth, highly competitive practices, such as IT staffing and consulting. The firm is headquartered in Miami and was founded by Steve Sadaka. StevenDouglas focuses in the areas of finance & accounting, information technology, financial services, human resources, sales, marketing & operations, and health services.

Related: The Keys to Recruiting Passive Candidates

Contributed by Scott A. Scanlon, Editor-in-Chief and Dale M. Zupsansky, Executive Editor  – Hunt Scanlon Media