Executive search in Bulgaria, run quietly.
Senior searches are rarely public. You may be replacing someone who does not yet know, building ahead of an announcement, or entering a market before anyone should notice. We are built for that.
When a search cannot be public
If any one of these is true, an advertised process is not an option.
Board or C-level
CEO, CFO, CTO, Managing Director, Country Manager — where a bad hire is measured in years.
The incumbent does not know
You are replacing someone still in post. Nothing can appear anywhere until you decide it does.
You are moving before the market knows
A new market, a new product line, a plan that competitors should read about afterwards.
The pool is small and visible
At this level everyone knows everyone. One careless approach travels the whole market.
Four stages, confidential at each
- 1
Mandate and NDA
A mutual NDA is signed before we see the specification or the reasoning behind the role.
- 2
Market map
We build a clear picture of who the specialists in the sector are, where they sit and what would motivate them to make a move — before we make first contact.
- 3
Blind approach
Candidates hear the shape of the business, not its name, until they sign their own NDA.
- 4
Selection and close
A precisely selected candidate list and a validation process, followed by the offer, the handling of counter-offers and the notice period — managed professionally to the very end.
Three layers, not a promise
- Mutual NDA signed before the specification or strategic rationale is shared
- Stealth account protocol — the role is never advertised and you are never named in our marketing
- The mandate is discussed only within the core search team, nowhere else in our firm
- Blind sourcing — candidates hear "a Series B fintech backed by a top-tier VC", not your name
- A two-stage candidate NDA before your identity, roadmap or internal metrics are shared
- Off-grid communications that bypass your ATS and job boards, so the search cannot leak internally
- Off-limits clauses naming you and your subsidiaries as protected, typically for 6 to 12 months
- Only the person who commissioned the search needs to know it is running
Executive search, answered
How do you keep a search confidential?
Through three enforced layers of protection, not just promises: • With you: We sign a mutual non-disclosure agreement (NDA) before we move on to the details. We follow a protocol under which the role is never publicly listed, your company name is never mentioned in our marketing, and the mandate stays restricted to the core team. • With candidates: We use an approach that describes the scale of the business without revealing its name. A further NDA is signed before we share your identity or any internal data. • Structurally: Communications deliberately bypass your own applicant tracking system (ATS) and the public platforms, because the most common source of a leak in a confidential search is internal.
We are replacing someone who does not know yet. Can you work like that?
Yes, and it is one of the more common reasons a search comes to us. Nothing is published, nothing enters your ATS, and only the person who commissioned the search needs to be aware of it. The sequencing of when and how the incumbent is told is yours to decide; our job is to make sure the market does not tell them first.
Do you advertise the role at all?
No. An executive search is a direct approach to a mapped set of people, not a call for applications. Advertising would defeat the confidentiality and, at this level, would not reach the right people anyway — they are not reading job adverts.
Which levels do you search at?
CEO, CFO, CTO and equivalent C-level roles, Managing Director and Country Manager appointments, and the senior functional leadership immediately beneath them. Below that, our permanent recruitment service is usually the better fit and the more proportionate cost.
Will you approach our own people afterwards?
No. Our agreements contain explicit off-limits clauses naming your organisation as a protected zone — typically for a period of 6 to 12 months after our work together ends. It is a clearly written, binding condition rather than a matter of good manners.
How long does an executive search take?
Longer than a permanent hire, because the market has to be mapped before anyone is approached and the right person almost always has to be persuaded rather than attracted. We give a realistic range once the mandate is defined, and we would rather set a slower expectation we meet than a fast one we miss.
When do candidates learn who we are?
Only once they have shown genuine interest and signed a candidate NDA. Before that they know the sector, the stage, the backing and the shape of the opportunity — enough to decide whether to have the conversation, and not enough to identify you.
Discuss a mandate.
The first conversation happens under NDA, before you tell us anything about the role. That is the way it should be.