When I present you with an opportunity, it's real. Career-spanning relationships, not a candidate database.
People, not paper.
When a senior leader reaches out, the first conversation is private. I treat my candidates with honesty, respect, and confidentiality. That starts with what gets shared, and what doesn't. I will not present your résumé without your knowledge, and I won't blast your profile to a list of clients. Your current employer is never contacted, and your current role is protected through every stage of an introduction. If a search comes up that fits, I'll tell you about it. If it doesn't, you don't hear from me. That's the agreement.
We talk about what you're working on now, what you'd be open to next, and what you wouldn't consider under any circumstances. Whether you're actively looking or selectively listening, this is a real conversation, not a screening call. I take notes for myself, not for a CRM. If there's a fit, I'll tell you about it. If there's a fit six months from now, I remember. I'm in it for the long haul.
A small client list at any given time. Off-market introductions. An advocate in the room who represents you, not the hiring company. Time-bounded engagements with a clear brief on what you'll consider and what you won't. The discretion model above applies to every conversation, every introduction, every reference. You decide what gets shared, and when.
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