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
analyze 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.
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Employers
& Recruiters needing to fill
their searches may reach us at:

So that
we may best respond to your
inquiry, please include the
following details in your
message:
- Your
name, title, and company
- The
title of the position to be
recruited and its location
- If
available, any other details,
such as job description, salary
range, etc.
- You
will be contacted by us during
your business hours. (ART works
24/7/365 to help clients on 6
continents.)
Candidates
please make contact with us here.
Any
resumes or CV's sent to this
Employer-only contact email address
are not read.
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