How much to tell headhunters / recruiters / BD?

When dealing with headhunters, recruiters, or business development professionals, it's crucial to strike a balance between being cooperative and protecting sensitive information. Based on the most helpful WSO content, here’s how to navigate this:

What to Share:

1. Your Skills and Experience: Focus on the roles you’ve played, the skills you’ve developed, and the types of deals or projects you’ve worked on. This is what interviewers and recruiters care about most.
2. General Performance Metrics: If asked about performance, you can share high-level insights without going into specifics. For example, "I’ve consistently performed in the top quartile of my team."
3. Career Goals: Be clear about what you’re looking for in your next role, such as fund size, strategy, or culture fit.

What to Refuse to Share:

1. Detailed Team Composition: Avoid disclosing specifics about your team’s structure or internal dynamics. This is sensitive information that could harm your current employer.
2. Exact Bonuses or Compensation: If pressed, you can inflate your current comp to market rate, as recruiters know this is common practice. You’ll have a chance to reset the conversation during the interview process.
3. Pod or Sleeve Performance: Sharing detailed performance metrics, especially screenshots or internal data, is a major red flag. It’s not only unethical but could also breach confidentiality agreements.
4. Employer-Provided Resources: Never share proprietary models, research, or data. Signing documents confirming this is standard, and you should adhere to it.

How to Refuse Without Offending:

1. Deflect with Professionalism: Politely explain that you’re bound by confidentiality agreements and cannot disclose certain details. For example, "I’m happy to discuss my personal contributions and skills, but I’m unable to share specifics about team performance due to confidentiality."
2. Redirect the Conversation: Shift the focus back to your qualifications and what you bring to the table. For instance, "While I can’t share exact numbers, I can tell you about the strategies I’ve implemented to drive performance."
3. Set Boundaries Early: If a recruiter pushes too hard, it’s okay to stand firm. For example, "I’m not comfortable sharing that information at this stage, but I’d be happy to discuss my experience and fit for the role."

Key Takeaway:

The industry may have unspoken norms, but protecting your integrity and respecting confidentiality agreements is non-negotiable. Recruiters who value professionalism will understand and respect your boundaries. If they don’t, it’s a red flag about their approach.

Sources: https://www.wallstreetoasis.com/forum/private-equity/then-and-now-compbanker?customgpt=1, Being Fired and being upfront about it, To what extent do you tell family / friends about your salary?, 2019 On-Cycle PE Recruiting: Headhunter Ranking, What to pay attention to when signing a contract?