SSsssshh, it’s a secret 🤫

Oh hey there!

How is summer treating you? One of my favorite things to do in Chicago during sunshine season is to explore my local farmer’s market. Ok when I say explore, what I mean is…go in search of iced hibiscus tea, but that’s just me!

I’m actually here today to talk to you about confidential searches. What they are, when they should be conducted and how they should be executed.

Confidential searches are serious business! I’ve been appointed by a number of firms to create and execute these strategies, and they are often required when:

• New positions are being created
• Critical people exiting a business
• Wanting to keep retirement of key personnel quiet
• Employees on performance plans

We all know that changes in senior team members can be incredibly disruptive, so sometimes keeping things on the downlow is the best strategy. On the other side, its more disruptive to wait for people to leave before you replace them…that’s’ where confidential searches come in.

This approach requires skills, experience and a strong network. It’s all about direct sourcing, as there are absolutely no jobs posts about these roles.

What you, as an employer, will be presented with is a market map. A comprehensive document includes:

• An audit of the talent pool
• Details of skills, experience and backgrounds
• Firms that talent can be pulled from
• Sample profiles
• The comp numbers required to attract talent of the required calibre
• Our expert recommendations when it comes to documentation and NDAs

All delivered in a data and fact-led presentation. This level of detail allows companies to be prepared well in advance and plan accurately for the future, switching on the strategy when the time comes.

You better believe you need ALL your ducks in a row, ad we can be the strategic partner to help.

You know where to find me! 

Kathy.