Sklover & Company, LLC

Employment Attorneys

Serving Executives, Professionals and Senior Managers​

ExecutiveLaw Recruiters

3. The Recruitment Phase

“On the chessboard of life, all moves are possible.”
– Unknown

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.

We offer confidential telephone consultations as a first, preliminary step in providing counsel to those with workplace or career problems or opportunities. They are available days, evenings and weekends, depending upon urgency. For those with questions related to matters on which we were retained and worked with them during the preceding 12 months, brief discussions, without review of new documents, are provided without charge. For others, our Schedule of Consultation Fees can be found on our About page. Consultation arrangements can be made with Ms. Vanessa Mustapha or Ms. Phyllis Granger at 212.757.5000, or by email to or

(If you have any thoughts, comments or suggestions about these Insights, please consider sharing them with us, by forwarding them to us at Thank you, in advance.)

© Copyright 2019 Alan L. Sklover. All Rights Reserved and Strictly Enforced.

ExecutiveLaw Career Brand

1. Your Unique Career Brand

“Either you are distinct, or you will become extinct.”
– Tom Peters

We are enthusiasts when it comes to the practice and pursuit of branding and, of course, when it comes to employment, the notion of “career branding.”

Each of us has a unique personal brand, namely what others think of when they think of us. It is their sum total view of what we offer the world, our value to others, and to our clients, customers, employers and colleagues. Your brand precedes you, empowers you, and follows you, wherever you go.

Your “career brand” is what your present employer and all potential employers think of your potential value to them, and thus what they need to offer you in return for your working for them. Your knowledge, skills, relations and reputation have taken a great deal of time and effort to learn, acquire, and develop, and is a reflection of your personality, character and the standards you have set for yourself.

You create your brand each and every day, whether you know it or not. If you don’t proactively create and enhance your career brand, you leave that critical task to luck and chance, or worse, permit others to define it for you.

The employment marketplace is an increasingly competitive place. New York Times columnist Tom Friedman has written “Good enough is no longer good enough.” We could not agree more. If you don’t have a distinctive, attractive, outstanding career brand, in the employment marketplace you are likely perceived as little more than an easily replaceable commodity.

Most of our clients have devoted and continue to devote significant effort and imagination to creation and enhancement of their own, distinctive career brand, and enjoy the multiple and varied “fruits” of their efforts. Their experiences are as inspiring to us as they are rewarding for them, in the broadest sense and spirit of those two words.

ExecutiveLaw™ Insights

  1. Your Unique Career Brand
  2. Managing Employment Risks
  3. The Recruitment Phase
  4. The Negotiation Phase
  5. Equity “Trap Doors”
  6. Climbing the Ladder
  7. If Difficulties, Disputes or Allegations Arise
  8. Navigating Employment Departures
  9. Continuing Restrictions
  10. Extending Career Longevity