Whether you’re replacing a current leader or safeguarding future growth plans, a confidential search can help protect your organization during a sensitive transition. Below are five best practices our team recommends to ensure a successful outcome:
Choose One Trustworthy Recruiting Partner.
A single dedicated partner is ideal for any confidential search. By acting as an extension of your team, this trusted partner can ensure consistency and minimize the risk of information leaks.
Keep a Tight Internal Hiring Team.
Limit your hiring team to a small group of key decision makers. To maintain discretion, wait to bring candidates on-site until you’ve narrowed the field to two and/or are just days away from extending an offer.
Watch Your Language.
Use discreet language in email subject lines and calendar invites for maximum privacy. When writing your Job Description, avoid copying language from your company’s website or marketing materials, as that opens the door for a quick online search to reveal your identity.
Be Strategic About When to Share Your Company Name.
Sharing your company name too early risks exposure, but top candidates may lose interest if you wait too long. We recommend disclosing it in the second round of interviews, once the pool is narrowed to 10 or fewer, and clearly reminding candidates that the search remains confidential.
Thoughtfully Close Out Candidates.
While it’s always important to be mindful when closing out candidates, it’s especially critical in a confidential search. Candidates who know the hiring company but aren’t moving forward should always be left with a positive impression to help preserve the confidentiality of the search.
