1 min lesson
Confidentiality and judgment
Say what this means in practice. "The gray cases are where judgment comes in."
Step 1 of 3
The RC sees almost everything: candidate details, interviewer feedback, offer numbers and who's being considered for what. Discretion is the price of that access and in a role this trusted it's what lets leadership hand you sensitive work without a second thought.
Start from a default and you'll rarely go wrong: need-to-know. Information flows to the people whose job requires it, in the form they need and no further. The gray cases are where judgment comes in.
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Full explanation
How Tight to Hold it
Interactive diagram. Tab through its regions; each focused region shows its detail in the panel below.
Recruiting data varies in sensitivity, so weight your caution to what you're handling.
Two failure modes sit on either side of good judgment: escalating every small question, which makes you a bottleneck, and oversharing, which breaks confidentiality outright.
- If unsure whether something is shareable, ask the recruiter or HM rather than guessing toward open.
- Pause on anything involving comp, feedback or a senior or sensitive candidate before you send.
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Optional practice
Test yourself on Confidentiality and judgment
QAn interviewer on a loop casually asks you what offer the company extended to another candidate they interviewed last week. What do you do and why?