President and cofounder, Berkhemer Clayton
A: Learn as much as you can about the "big-name" target individual before you place the recruitment call, including that person's achievements, motivation, and avocations.
It's important to identify the attraction points about your company that will appeal to him or her. If you don't personally know the executive, who else do you know who does?
Develop a strategy using your CEO or another senior executive - not someone from the staffing department - to make the "approach" call. It's quite compelling when the CEO makes a concerted effort to "just get to know" the target individual.
"Paint the dream" of what accomplishments the target person would be able to achieve over the next few years.
Compensation is important, of course, but most people will be attracted to the vision, the dream, and the opportunity to make a difference, as opposed to simply making more money.