Surviving Conflicts Checks (or not!)
In the past week, two of my “placed” candidates received the results of their conflicts checks and the news was not good. In each case the new firm bringing in the candidate found irresolvable conflicts that could not be surmounted with waivers or walls, etc. Not only was this a huge disappointment to both candidates (and to me!); the process took 3-4 weeks to reach resolution. During this time, the candidates had put their search on the back burner, put their thoughts into their new firm and had mentally and logistically started to change direction. It can be very hard to bounce back from this type of disappointment.
As much as we would all prefer to celebrate when an offer is received and accepted, it pays to not pop the corks until conflicts clear. The clearance process seems (in my experience) to be taking longer than ever and the challenges are more frequent. I am putting more emphasis on this issue sooner and sooner during the search process. It is prudent to discuss potential conflicts with an interested firm during the interviewing process. It is extremely smart to submit the conflicts information to the firm as soon as possible. You should not give notice with your current employer (or make big announcements to friends and colleagues about your new position) until conflicts have cleared. And you may want to keep interviewing with other firms, depending on your comfort level regarding a likely problem.
In my experience, this happens with about ten percent of my placements… not frequent, but often enough to be prudent and cautious and avoid getting blind-sided. It pays off emotionally and logistically to see the conflicts check as a last critical step in a sophisticated process.
May all your conflicts checks be clear!
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