What is a Confidential Search?
If you’ve spent much time on job boards, you have probably noticed something confusing: some jobs are posted without the name of the organization or company. It might even omit the job title and exact location. You may see postings with headlines like:
- “Environmental Nonprofit Seeks Senior Leader in Seattle Metro Area”
- “C-Suite Role for Community Foundation in Upstate New York”
When you look closer, you might also notice that the organization listed on the posting is a staffing company or a recruitment firm.
This is called a confidential search. A company or organization will hire a third-party recruiter to confidentially conduct a talent search on their behalf. At first, this may seem frustrating and sneaky, but there are a number of reasons an organization might conduct a confidential search, and not all of them are nefarious.
Why do Confidential Searches Exist?
The first and most common reason for an organization to use a confidential search: the current occupant of the role is about to be dismissed and the organization wants to find a successor without tipping the person off. In other words, the person is underperforming but the organization needs a replacement before letting the person go.
As an example, let’s think about an Executive Director at a small-town Historic Museum. They have a small staff of five, and the Executive Director plays a critical role in the day-to-day operations of the museum. The Museum Board feels the Executive Director is underperforming and must be replaced, but they cannot be dismissed immediately or the museum would struggle to remain open. If they posted “Seeking Executive Director for the Springfield Historic Museum,” the current Executive Director could discover the posting, leading to a very problematic scenario. Instead, the Museum Board might work with a recruiter to confidentially find a replacement, only moving forward with the dismissal after the replacement has been hired.
The second reason an organization might use a confidential search is if they have a less-than-ideal reputation in the community. They are understandably concerned that their negative reputation might prevent qualified applicants from applying before they really have a chance to learn about the organization. For example, if an organization was previously led by a CEO with a reputation for treating their employees poorly, the new CEO might be concerned that no one will apply, even though they might have a completely different management style than their predecessor.
The third reason for confidential searches: competition. This is mainly a factor in the for-profit sector, although it occasionally occurs with nonprofits. If a competitor looks at your job postings, they can sometimes discover important information and use it to their advantage. For example, knowing your primary competitor’s salary ranges can be incredibly valuable. Or if a company posts for a “Chief Technology Officer to Lead a New Machine Learning Department,” then your competitor will immediately know that you are launching a Machine Learning Department. To keep this information safe, the company may choose to conduct a confidential search.
Finally, you may come across a confidential posting because an organization is using a “contingent recruiter.” A contingent recruiter sends candidates to an organization, but they only get paid if the organization hires one of their candidates. If the organization finds the candidate themselves, the recruiter does not get paid. In this situation, a recruiter may try to hide the identity of the organization from you, because they do not want you to apply directly with the organization. If you saw that a recruiter posted a job for ABC Nonprofit, you might go to ABC Nonprofit’s website and apply directly.
What To Expect
Before applying to a confidential role, we recommend being 100% certain the role is not within your current organization. Accidentally applying for a confidential role within your current workplace will immediately notify your bosses that you are looking for work, and this can lead to problems. But if the job posting leaves you confident that this is not your current organization, go ahead and apply!
In most cases, you can expect that the recruiter will slowly provide you with additional information about the organization throughout the hiring process. Think of it this way: when you first start dating someone, you don’t tell them your deepest secrets immediately. No, you slowly reveal more about yourself as you build trust with the other person. The same is true for a confidential hiring process. As the recruiter becomes more confident that you are a viable candidate for the role, they will give you more information to ensure you feel valued and informed. For example, the recruiter for the posting “Environmental Nonprofit Seeks Senior Leader in Seattle Metro Area” might tell you, “This role is an Executive Director position located within walking distance of Pike Place Market.” This keeps the identity of the organization confidential, but it provides you with a clearer picture of the role and the location.
Finally, some organizations may ask candidates to sign an NDA, or Non-Disclosure Agreement. This legally-binding agreement requires the candidate to avoid disclosing anything they learn throughout the hiring process. While signing an NDA may seem over-the-top, it allows the organization to provide you with all the information about the role.
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