Jeffrey W. Rubin
Philadelphia +1 215 994 2807
Bringing on employees from a direct competitor brings challenges beyond those routinely encountered in the hiring process. The previous employer worries that its information may walk out the door with the departing employee, not only giving a direct competitor an advantage, but also potentially taking its business from clients who remain loyal to the departing employee.
The new employer wants to ensure that the new hire is able to excel on the job. The new employer doesn't want to see its new hire - or worse yet, itself - embroiled in workplace litigation with the previous employer. Following the few dos and don'ts highlighted in this article can go a long way in reducing the risk of litigation and putting the hiring employer in the best possible position if litigation ensues, whether hiring one employee from a competitor, or a group of them.