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In compliance with Organic Law 15/1999, of 13 December, under the Personal Data Protection Act, we inform you that data collected will form part of an automated file, under the ownership of BARCELONA ACTIVE SPM S.A., with registered office at 162-164 Calle Llacuna, Barcelona, with the aim of managing enrollments and of informing of the company's activities and services within its field of action. You will be able to exercise access rights, rectification, cancel cancellation and/or opposition via written communication to the Legal Services of BARCELONA ACTIVE SPM S.A. at the aforementioned address.

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Other denominations

Talent scout


This is the professional in charge of finding the ideal candidate for a particular job, usually one with a high degree of responsibility, requiring a high level of skill and technical-professional specialisation. Most talent scouts and headhunters specialise in different professional fields, given that in addition to the CV's they may receive, they must also make use of their personal knowledge and their own contacts in the sector. Once a certain number of candidates has been selected, provide the client business with the relevant references to help them make their final choice.


The tasks carried out by the headhunter or talent scout are as follows:
  • Compile the demands of potential candidates with regard to particular positions or companies in files and organise them. In order to know the exact tasks a potential candidate will be asked to carry out and the work environment in which s/he must operate, meet with the client company and try to establish which characteristics, skills and abilities the applicant should have. Likewise, try to determine which career expectations the company intends to offer those who choose to fill the job vacancy.
  • Secondly, search for suitable candidates for the the different occupations the client requires : proceed to a preliminary selection among those which are already included in the files and determine where or how to find them (in what kind of company, institution, etc.) and contact them. Must often resort to contacts in the sector in which the required professional profiles are most commonly found in in order to obtain recommendations for persons with a similar profile. Try to collect a sufficient number of candidates potentially suitable for the job and contact them (by telephone, letter or e-mail) to set up an interview.
  • Interview potential candidates and assess their suitability for the position required (educational level, previous experience, skills, abilities, etc.) and their degree of interest for the job via questions, tests, etc. During the interview, take the opportunity to probe which job conditions (salary, schedules, other benefits, etc.) the candidate would agree to.
  • Analyse intelligence and psychological test results, request references from the candidate's former employers and, using all of this information and the conclusions drawn from the interviews, carry out a preliminary selection and deliver a proposal listing eligible candidates to the client business.
  • Tell the candidates chosen by the company about their prospective duties and responsibilities, wages, schedules, work conditions, opportunities for promotion and professional development within the company.
  • Enter the details of candidates who were not chosen into the job-seeker database to cover future potential demands.
  • Ensure that these records are kept up to date and expand them.

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Centre per al desenvolupament professional Porta22
Convent de Sant Agustí
Ca n'Andalet

Barcelona Treball (Porta22)
+34 934 019 899

Barcelona Activa Headquarters
Llacuna, 162-164
08018 Barcelona
+34 934 019 777

Generalitat de Catalunya
Unió Europea FEDER
Unió Europea FSE