By: René Tardif, Managing Director and Veronica Odynski, Director of Search

In the first article of this series, we explored the reasons organizations choose to run confidential searches and the considerations that influence whether that path makes sense. In this second piece, we shift from the “when and why” to the “how.” Here, we look at how confidential searches unfold in practice and how Humanis supports leaders through these sensitive transitions.

Confidential searches require a different level of nuance, trust, and communication. They call for discretion and decisiveness in equal measure. They also place the search partner in a uniquely sensitive advisory role where judgment, timing, and clarity all matter.

This work has become even more prominent this year. Close to 35% of the retained searches we have taken on in 2025 have involved confidentiality at some stage. Some remained fully discreet from beginning to end. Others started quietly and later moved into the open as circumstances evolved.

It’s a meaningful trend. One that reflects how cautious leaders have become about timing, messaging, and the broader impact of change within their organizations. At Humanis, we’ve built the experience, trust networks, and advisory capacity needed to help leaders navigate these moments with clarity and care.

Below, we share what this looks like in practice.

Our Experience with Confidential Searches

While confidential searches have always been part of executive recruitment, we’ve seen a noticeable increase this year, particularly within finance and accounting roles, where continuity, investor confidence, and operational stability are closely linked.

The pattern is familiar. Leaders feel the weight of a misaligned or underperforming incumbent yet worry the business may not operate smoothly if that person steps away too quickly. They want to protect continuity while preparing for a more capable leader to step in.

In these moments, thoughtful counsel makes a significant difference. For some organizations, the bigger risk is keeping the incumbent in place for too long. In these cases, taking decisive action and introducing an interim or fractional leader can reduce disruption, protect team morale, and provide the clarity needed to run a fully transparent and well-supported search.

Thanks to our dedicated fractional search practice, our team is able to mobilize interim executives quickly, which allows organizations to move forward confidently and maintain operational stability. This also enables the search to be conducted openly, which typically results in stronger candidate engagement and a deeper pool of high-calibre talent. It also gives the new hire a stronger foundation once they join.

Confidential searches often reveal gaps in succession planning as well. When an organization relies heavily on one person in a critical role, it raises important questions about readiness and leadership depth. We help clients use these insights to strengthen their internal structures long after the search concludes.

The Humanis Advantage: A Network Built on Trust

One of the most challenging parts of a confidential search is earning a candidate’s trust. Many of the executives we approach are high-performing, well-established in their current roles, and understandably cautious. They will not explore an opportunity if they are not confident in the process.

Our team can move these conversations forward because of the relationships we have built over many years. Candidates know us, and they know the opportunities we bring forward are thoughtful and well aligned. Our referral networks reinforce that confidence and often open doors that would otherwise remain closed.

Trust is the foundation of any confidential mandate, and it extends equally to our clients and our candidates. That trust is why these searches continue to succeed, even when the initial outreach requires discretion.

Our Approach: Advisory First, Process Second

Every confidential mandate begins with counsel. Before we ever go to market, we work with leaders to understand the full context of the situation. Together, we explore questions such as:

• Why is confidentiality required at this moment?
• What risks would arise if word were to spread earlier than planned?
• What message does the confidentiality itself send to potential candidates and the broader market?
• How will the organization communicate the transition once timing allows?
• Is there a continuity plan to protect the business while the search unfolds?

We also encourage clients to prepare their communication strategy early. Even with a well-managed process, confidentiality rarely lives in complete isolation. Conversations happen inside and outside the organization. Leaders who prepare their message ahead of time navigate these moments with far more stability and confidence.

How We Protect the Process

The initial stages of a confidential search require the most care. We design a profile that clearly outlines the role and expectations without revealing the organization’s identity. This gives candidates enough information to consider the opportunity while protecting the client’s privacy.

Once a candidate expresses interest, we take them through a structured sequence. We begin with a tailored NDA. We follow with a deeper conversation to confirm alignment and readiness. Only then do we disclose the full details of the opportunity.

Some clients prefer to share almost nothing until the NDA is in place. Others allow a gradual introduction of context as trust builds. Our role is to match the level of disclosure to the sensitivity of the situation and the comfort of the leadership team.

The Work Behind These Transitions

Confidential searches are not defined by secrecy. They are defined by care. They rely on steady guidance, honest conversations, and a clear understanding of what is at stake for both the organization and the individuals involved.

We take on these mandates because leaders trust us to help them manage change in a way that preserves relationships and strengthens culture. Our goal is always to support transitions that are thoughtful, respectful, and aligned with long term needs.

When confidentiality is required, our team brings experience, calm, and clarity to an inherently sensitive process. That is the work behind every successful confidential search, and the reason leaders continue to rely on us during their most critical moments of change.