Securing Talent with Discretion: An Inside Look at Confidential Search

The importance of Confidentiality in Executive Search

The most desirable candidates are often those that require absolute privacy and exclusivity.  They are not looking for a new role, but are highly successful in their current role which is exactly why they are so desirable. Too much would be at stake for the candidate if anybody in the team would find out about their meeting a potential new employer.

From the client’s perspective, there is much at stake if an executive level employee needs to be replaced. The search process for an executive level replacement must be handled with the utmost confidentiality. So on both sides, candidate and client, require a highly personalized and sensitive representation process that guarantees total safety and security on both sides. 

What is a Confidential Search?

A Confidential Search is essential when total discretion is required (both internally and externally).

There are many reasons why a search is deemed confidential. There could be someone in the role who is not working out. Or, it’s necessary to keep a very low profile on search activity within a brand. Typically, when leadership (CEO, Board of Directors) is looking to transform the company and needs full confidentiality, they engage an external Executive search firm to advise on the talent landscape, ranging from mapping, curating exploratory conversations to a Confidential Search.

How do we conduct a Confidential Search?

Burō Talent has years of experience identifying top talent and igniting interest for a role without revealing the name of the company and/or brand. We are able to do this because of the many years of trust we’ve built with candidates and the longevity of our reputation in the industry.  Candidates know when we reach out to them, they can trust it’s for a real and interesting role. They always respond.  

We advise our clients to keep a tight interview process both in the number of meetings and interviewers. Often any leaks are not coming from the candidate, but internally when candidates have been seen on premise or have met too many individuals in the process. If possible, we advocate for off premise meetings.

What is necessary to conduct a Confidential Search?

When approaching a candidate, we describe the brand and/or company in a broad way, to get the candidate curious but without MENTIONING the brand. We highlight the long term opportunity and the career potential. 

Upon review of the list, our client will select the top candidates for interview. After they have been given NDAs to sign, we can reveal the brand and role in further detail. We’ve never encountered an unwillingness from candidates not to sign an NDA. NDAs are meant to protect confidentiality for both parties.

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