How we work


At HR Proactivity we are guided by rigorous Professional Practice Guidelines to assist consultants in their business relationships with clients, candidates and the public around the world.


Relationships Between HR Proactivity & Their Clients

We work closely with our clients in the process of search and selection of executives. The success of these partnerships depends on mutual commitment and trust, honesty and responsiveness in each case. HR Proactivity recommends that, to avoid misunderstandings later, agreements between customers and companies are formalized in writing.


Accepting the Client Assignment

Outstanding client service begins with a full understanding and deep knowledge of the client organization. An HR Proactivity consultant should:

  • Accept only those assignments that a consultant is qualified to undertake on the basis of the consultant’s knowledge of the client’s needs and the consultant’s ability to perform the specific assignment.
  • Avoid or re-assign tasks which could involve a conflict of interest.
  • Obtain prior agreement on the definition of the client organization, applicable fees and expenses and the assurances given at the end of the job.
  • Agree with the client on what information about the position in question will be made available to candidates and sources during the search, when this information will be released, and in what form.
  • Advise the client in a transparent and loyal manner about the search and selection strategy most appropriate in each case.


Performing the Assignment

Consultants should serve their clients with integrity and objectivity, making every effort to conduct search and consulting activities on the basis of impartial consideration of relevant facts. Specifically, a HR Proactivity consultant should:

  • Conduct a focused search and selection for qualified candidates consistent with a search strategy agreed upon with the client
  • Develop with full client involvement and approval a comprehensive job description for each search engagement and make this available to candidates before they are presented for an interview with the client.
  • Thoroughly evaluate potential candidates before presenting them for an interview with the client. Such evaluation normally includes in-depth interviews in person or by videoconferencing, verification of references and background, and a careful assessment of the candidate’s strengths and weaknesses against the specification for the proposed position.
  • Present information about the candidate to the client honestly and factually and include any reservations concerning the candidate that are pertinent to the position.
  • Advise the client promptly and offer alternative courses of action if it becomes apparent that no qualified candidates can be presented.
  • Withdraw from the assignment if a consultant determines that a client has characterized its organization falsely or misled candidates and is unwilling to rectify the situation.
  • Refrain from the presentation of resumes in the absence of an existing client relationship.


Preserving Confidentiality

HR Proactivity consultants should use their best efforts to protect confidential information concerning their clients. Specifically, a consultant should:

  • Use confidential information received from clients only for purposes of conducting the assignment.
  • Disclose such confidential information only to those individuals within the firm or to those appropriately qualified candidates who have a need to know the information
  • Not use such confidential information for personal gain, nor provide inside information to any other parties for their personal gain


Avoiding Conflicts of Interest

HR Proactivity consultants have an ethical obligation to avoid conflicts of interest with their clients. For example, a consultant should:

  • Refuse or withdraw from an assignment if the ability of the consultant to provide the service is not guaranteed.
  • Provide to clients the consultant’s undivided loyalty as a professional advisor in the process of negotiating with finalist candidates.
  • Inform clients of business or personal relationships with candidates that might affect or appear to affect the consultant’s objectivity in conducting the assignment.
  • Not accept compensation for assisting an individual in securing employment.



Although a consultant’s primary relationship is with the client, HR Proactivity seek to establish professional relationships with candidates. These relationships should be characterized by honesty, objectivity, accuracy and respect for confidentiality. In building such relationships, a consultant should:

  • Explain the relationships that exist between the parties involved in a search and recruitment consulting engagement, and in particular the rights and obligations of the candidate in the process.
  • Provide candidates with relevant and accurate information about the client organization and the position.
  • Encourage candidates to provide accurate information about their qualifications and experience.
  • Present to clients accurate and relevant information about candidates, and otherwise maintain the confidentiality of information provided by prospective and actual candidates.
  • Only provide an individual’s confidential resume or other confidential data with the individual’s prior consent, and in the context of an existing client relationship.
  • Advise prospects and candidates of the status and disposition of their candidacies in a timely fashion.
  • Explain that only in exceptional circumstances may an individual be presented on more than one search simultaneously, and then only if all involved parties agree.
  • Advise candidates that, so long as they remain employed by the client organization, the consultant firm may not approach them as a candidate for a future search without the express permission of the client.



HR Proactivity sometimes rely on contractors and subcontractors to assist in the search process. Services may be subcontracted but responsibility for them cannot be. A consultant should:

  • Inform its contractors and subcontractors in writing that they should adhere to the HR Proactivity’s Code of Ethics and Professional Practice Guidelines.
  • Avoid contractors and subcontractors whose practices are inconsistent with the standards of professionalism expected of HR Proactivity consultants.



HR Proactivity consultants should recognize the importance of public trust and confidence in their profession and seek to serve their clients in a manner consistent with the public interest. Therefore, a consultant should:

  • Observe the principles of equal opportunity in employment and avoid unlawful discrimination against qualified candidates
  • Promote and advertise consultant search and selection services in a professional and accurate manner.