Confidentiality

You must be able to assure your candidates of complete confidentiality to attract the best talent. The same principal holds true for your company. As an employer, you often don't want your competitors to know that you have an open territory or position. Perhaps, you have a sub-standard employee that you need to replace on the QT, or an expansion forth coming that is privy to only a select few in your company, or planning a promotion for someone and need a replacement for the current position.

When you retain us to fill an open position, we take every step to safeguard your company's confidentiality. Discretion is "Standard Operating Procedure" in our search and recruiting process. (Even our web site name is inconfidence.com.) The identity of your organization is protected until you decide who you want to interview from our short list of impact players or when it is appropriate to provide this information. Until then, we will only approach potential candidates regarding your opportunity based on your unique advantages, which may include:

  • Size
  • Growth rate
  • Track record
  • Management team
  • Funding
  • Technology
  • Growth potential
  • Client list
  • Value proposition