Executive Recruiters serve two vital functions: they (i) promote liquidity in the employment marketplace, and (ii) enhance the likelihood that human capital will be put to its best use. They can be very helpful in the career navigation process.

We encourage our clients to work with Executive Recruiters when the occasion arises, and to view Recruiters as potentially valuable – perhaps even invaluable – assistance in career navigation. That said, we suggest clients follow certain time-tested general guidelines – some learned the “hard way” by our clients over the years – in their relations with Executive Recruiters:

A. Be Candid with Recruiters, but at the same time practice caution in doing so. In particular, do not share anything that you would not want known by potential employers. As Recruiters are paid by employers, they therefore owe undivided loyalty to their clients, not to you. Thus, you cannot simply say, “This is off the record,” with any reasonable expectation of confidentiality. It is of utmost importance that you not, intentionally or unintentionally, divulge to a recruiter proprietary and/or strategic information pertaining to your present employer.

B. Recruiters Serve as Sources of Valuable Information about the Employer and the position. We frequently say “More Data, Better Decision.” Don’t hesitate to seek valuable “data” about the employer, its management style and structure, and the position. Ask questions. Take notes. Be a “sponge.” When speaking with a Recruiter, there are many bits of valuable information available for the mere asking and careful listening.

C. A Recruiter Can also Be Your Conduit to the Employer of (i) your expectations, (ii) your preferences, and (iii) your requirements. While this is not the place to make demands, it is the perhaps the best place to create an initial impression of both (a) your likely value to the employer, and (b) what you seek and require to make the transition. Since “first impressions are lasting impressions,” considerable care and forethought should go into your initial Recruiter conversations and materials you may be asked to share.

D. Don’t Complain to an Executive Recruiter about your present employer. First, it is not at all flattering of you. Also, the Recruiter you are speaking with may have, or seek, a business relation with your present employer. Finally, as soon as words leave your lips, whatever you say might just find its way to the ears of your present employer.

It is not common at all, but we have seen unscrupulous Recruiters intentionally damage executives’ relations with their present employers so as to “create” a vacancy then can then fill. As Andrew Grove, CEO of Intel, entitled his book about business, “Only the Paranoid Survive.”

E. Develop Lasting Relations with Executive Recruiters who specialize in your and aligned industries. Your being friendly, responsive, and helpful can later bear significant fruit by means of a Recruiter keeping you in mind, and a potential eye out for you. Also, Recruiters can be valuable resources in obtaining information about market rates of compensation, workplace skills in critical demand, industry trends, and their awareness of suitable positions that may likely open up in the future.

F. Assemble a List of “Hopes, Expectations and Concerns” as you speak with a Recruiter about a potential opportunity. Said just a bit differently, what is (a) your goal, (b) the assurances you have received, and (c) your worries. It may prove invaluable if and when mutual interest grows, and develops into informal negotiations. Such a list will surely be invaluable for your legal counsel and for yourself if and when the document review and negotiating phases come about.