Cybersecurity confidential executive search

A Confidential Search is performed when there is a job opening that is not publicized or advertised in any way. Not even shared with inside employees or rest of the world.

From time to time, Cybersecurity organizations might need to conduct a confidential search for candidates for commercial reasons to replace critical positions or when there is a new strategy that has yet to be announced to the market.

 It could also be a search where a company seeks to replace an incumbent in a role and have a new person in place and ready to go when notifying the current position holder of the change. Oftentimes, these are used when a company views the position as too important to leave vacant for a period of time.


Key Factors involved as follows:

  1. Time sensitive

The need to be complete the work as quickly as possible, yet effectively and successfully. The process is a limited amount of interviews and with a small number of people involved. Other people can be brought into the process at the later stages.


  1. Expertise

A cybersecurity talent search firm would be the perfect partner to be the intermediary not immediately connected to your company, which can help maintain confidentiality. The talent search firm will handle the assignment with careful discretion in handling candidate questions. For example, a combination of questions about product niche, company location, age and/or size can identify your company to a candidate without the recruiting firm ever realizing it.


  1. Multiple options

It is always important to have multiple options in the process. If you initially speak with four to six pre-screened candidates, you should still have at least two or three candidates in play as you move to the second interview step. Keep candidates moving concurrently to each next step in your process. The goal, particularly with a confidential replacement project, is to end up at the final interview with two candidates.


  1. Confidentiality

If you hear of a name of someone from another company who may be a fit, don’t ask around about the person. First, if the candidate is currently employed, you risk causing them to lose their job, which could also have legal ramifications for you. Second, working in tight niches industry niches make it each for information to leak.


  1. Non-disclosure

Having a tight non-disclosure agreement that will be signed by all parties involved including the talent search firm and the candidates. This will be a powerful indicator regarding the seriousness of your search process.