Check conflicts before submitting a candidate profile

Before presenting a candidate, a recruiter should ask enough to identify a possible conflict or restriction and then route the question to the right owner. The recruiter does not need private documents or a legal opinion. The practical goal is a consent based decision about whether to pause, seek clarification, or proceed.

Dev said, “I worked with this client two years ago. Could a restriction stop me from applying?” Morgan answered, “I cannot interpret an agreement or tell you what it permits. I can explain the role and ask whether you want to review any concern with your adviser before we share your profile.” Dev said, “I also know a manager on the team.” Morgan replied, “Would you like me to avoid naming that relationship when I contact the client? I will submit only after you approve the employer and the information we share.”

Morgan can confirm with the client whether it has a standard conflict disclosure process. She should not ask Dev to reveal unnecessary personal or contractual detail. If Dev wants time to consult counsel, Morgan can agree on a check in date and retain the profile privately. A client’s request for immediate submission does not replace the candidate’s consent.

Roleplay a manager who presses for a résumé before the candidate has decided. Practice a response that names the consent requirement and offers a realistic follow up date. Review the call notes to ensure they record permissions and process facts rather than sensitive explanations.