Should I Stay Or Update My Resume
101 Great Ways To Enhance Your Career
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Leslie Attwooll


Change Catalyst, Author,
Speaker & Career Coach

• My Story to a Great Career

"Find a job you love and you'll never work a day in your life." ~Confucious

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What is the Difference between a Coach, a Counselor and a Headhunter?

There are significant differences between a career coach, a counselor and a headhunter. Here are a few of the distinctions:
Role Overview
Career Coach
  • Focus is on discovering true passion, and taking the right steps towards achieving professional goals. Not just a quick fix to finding another job.
  • Approach is holistic and comprehensive, aligning career goals with an individual’s values, needs & strengths. Factors in the whole person, not just their job. Personal goals are brought into focus so that the individual can achieve successful work-life balance
  • Focus is on the present and future and is task oriented. The client is expected to take actions that will deliver desired results.
  • Becomes a partner in the journey and provides accountability, encouragement, and some direction.
  • Is ideal for individuals who,
    • Are undecided about career next steps
    • Are considering taking a different career direction
    • Are in transition, due to lay-off, or coming out of retirement
  • Communication between coach and client is collaborative and flexible.
  • Contact is usually more frequent (phone, email), and over the span of initial identification, planning and implementation of career change.
Counselor
  • Addresses specific mental health issues, such as depression, anxiety, grief, or post-traumatic stress disorder.
  • Communication is limited, advice is generally given.
  • Focuses on how the past affects the present.
  • Contact is usually limited to a therapeutic or clinical setting. Distinct boundaries are set and abided by.
Head Hunter
  • For individuals looking to remain in a similar industry or role.
  • Usually provide resume and interview guidance.
  • Can act as liaison on the candidate’s behalf.
  • Taps into companies who employ individuals with your specific skill set.
  • Generally prefer to work with people who are not changing industries.
  • Does not generally focus on whether a job is a good fit for the candidate or whether it would be enjoyable.
  • Contact is usually limited unless working on a specific job opportunity.