When a company is looking to replace an existing member of its c-suite — which means it’s about to push out the person in the job right now — the process of recruiting the replacement must take place in total secrecy.
How Executive Recruiters Maintain Secrecy
When someone’s about to lose their job, discretion is a must.
May 23, 2019
Summary.
When a company is looking to replace an existing member of its executive team, recruiters must work under a veil of secrecy, because if the about-to-be-fired executive learns of the search, several bad things can happen. This piece describes a variety of techniques–from obvious ones, such as not mentioning the name of the firm during initial phone calls, to less obvious ones, such as the use of nondisclosure agreements and off-site interviews booked under fake names–recruiters use to maintain secrecy. Understanding these tactics and the reasons they are necessary can help candidates who are put in the position of maintaining such secrecy.
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New!
HBR Learning
Attracting and Cultivating Talent Course
Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Attracting and Cultivating Talent. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
Discover how to attract, hire, develop, and keep talented people who will grow and thrive throughout their employee journey.