Confidential Recruitment

We at ART are discreet in the conduct of our searches. Our client-companies know that when they call us in to assist them, we not only are capable of easily absorbing the job specifications, but we are more than able to get to the crux of their need. Sometimes that process of investigation requires that we discuss issues more delicate than "experience required." All information told to us or discovered in the course of the search is intended to be kept between us, our client-company and our candidate.

When we make initial contact with candidates for the purpose of ascertaining their degree of interest in a particular position, we often will not even name the client-company. This is to prevent or delay a circulation of news about our client's pressing need. Sometimes we might be vague about stating a specific technology, product or location, if such details might readily identify your firm. We try as much as any search allows, to keep the discussion of "confidential" searches to a minimum within an industry.

Whenever a search is opened beyond a company's own ranks, there is a trade-off between measured discretion and reaching the right candidates to fill that position begins. Please always be aware that once a company begins any hiring process - via internal company referrals, classified advertisements or headhunters - there is a more than reasonable chance that news of your opening might quickly spread within an industry relatively fast, even if only a few trusted candidates have been informed. We therefore strongly advise that, before contacting us, employers carefully analyse the possible repercussions of human nature or "industry word of mouth" causing your intended "confidential" job search to become public knowledge. When contacting ART with your "confidential" search, it is up to your firm to tell us why the search is confidential and what language we should not use in describing the job to our candidates, either by personal contact or online job posting.

If your firm is considering the delicate matter of replacing an existing executive or manager, we recommend that you first inform that employee of your concerns or dissatisfaction and discuss the possibility of a termination. Perhaps this works best or only in a "perfect world" scenario, but we believe that "honesty is the best policy."  It is your decision how to proceed, but again, please always assume that your industry consists of humans who gossip, and that once a search opens, news of it will likely get back to your employee. Even before you open your search, that employee you wish to replace might already be exploring the job market, because he or she also feels dissatisfied with the status quo. Even before your firm opens its own search, that same employee's own presence on the job market might alert competitors or others that your firm is about to have a vacancy. If it sounds as if we are saying that we conduct confidential searches but that no searches are confidential, then you are reading us correctly.

We try to provide a cautious balance and a minimally permeable firewall of information during your executive search process. Most importantly, when we present your vacancy to serious candidates, we provide the proper perspective, balance and context for your opening to be appreciated for what it is -- a wise and strategic enhancement of your firm's long term potential.