The demand for high-level management and professional talents has increased sharply nowadays. Besides training and retaining existing talents, reaching and attracting potential candidate is another important issue for corporate. The Human Resource department has worked hard to reach the talents through variety recruiting channels, and headhunting service has been one of channels in reaching the potentials. There are number of successful examples that corporate has recruited the elites through headhunting services. For example, Louis V. Gerstner from Nabisc has headhunted to IBM as the CEO in 1993; Carly Fiorina from AT&T was switched to HP as the Chairman and CEO; while the former Microsoft Global VP, Mr. Kai-Fu Lee, is working with Google because of headhunter¡¦s connection. As the headhunter could reach the core of a corporation, the headhunting process must be preceded unexpectedly. With the increasing demand for high-level management and professional talents, the headhunting business is expected to be prosperous in the future. The research in this paper is done by using qualitative method and focuses on multinational headhunting companies in Taiwan and the company where the researcher is from. Through depth interview, researching, examination and studies the information collected from domestic and overseas, the researcher is expecting to find the relationship between the nature of the companies and the service models, headhunting cases, database management, and customer relationship management. In this paper, the researcher has found that most headhunting companies have adopted similar service procedure, however, the sources of the cases, database, and recruiting and screening methods are different upon its company background and culture. The headhunting companies have set up its database in the computer systems after obtaining the relevant information though personal connection, cold-call with the potential talents while maintaining the relationship with the clients through telephone and in person visiting. The more information the headhunter could grape from the clients; the chance of a successful case is higher. Moreover, most of the headhunting companies have categorized the case by industry, nature of the vacancy and territory.