Can you keep a secret?

We can, and in the world of executive recruitment, it can be one of the most powerful tools out there.

Here’s why.

Imagine you’re a company with an underperforming person in a vital role. You know you need to let that person go, but you can’t afford to have that position vacant for any period of time.

Or what if you have a person in that same key position that you can’t afford to have empty, but they get another job offer. You offer them more money to stay, and they say yes, but know you can’t pay that enhanced salary long-term. You need to find a replacement – quietly.

“It sounds bad, but it’s necessary at times,” said Wes Ashworth, Vice President of Executive Search at Lee Group Search. “That’s where executive recruiters come in and perform a confidential search.”

What’s that look like?

“In a confidential search, we keep things really tight,” Ashworth said, putting it simply.

The name of the company is kept quiet from potential candidates right up until they get to an interview.

There’s no posting of a position online.

Recruiters are extremely selective when pouring through their potential candidates, only reading them in on the exact position if they are deemed qualified to meet the company leadership for an interview.

“We make sure a candidate is really qualified and a good fit before we share any details,” Ashworth said. “An internal recruiting and talent acquisition team physically just can’t do that for the simple reason that they are internal.”

Bottom line: confidentiality can be a tool used strategically in an executive recruitment effort.

When the situation demands confidentiality, trust in our expertise to navigate the complexities of executive recruitment with discretion and precision.

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