I would like to pose a question to the group. I think all recruiters (corporate, contract, external, etc.) would agree that it is a good idea for corporate recruiters to directly source out of competitors via cold calls, social networks, linkedin invites, etc, at least part of their time. It adds value for the organization for which they are employed, and goes against the myth that corporate recruiters are nothing more than paper pushers and job ad placers.
However, there are still corporate recruiters with whom I speak who feel that as a corporate recruiter, headhunting directly into one's competitors can be a slippery slope. I will not state some of their reasons as to keep this discussion as objective and fresh as possible.
My question to the group is when, if ever, is it NOT acceptable to directly source into your competitor and/or business partner? We can certainly exclude non-competes from a legal standpoint such as law firm/client or CPA firm/client relationship, where it may be both legally and ethically unsound to do so. But what about the less clear cut cases? For example, two firms who have a joint selling arrangement where one delivers the software and the other delivers the hardware for a product.
I would like to hear as many viewpoints as possible. I posted this question to a linkedin corporate recruiters group a few weeks ago and I felt like virtually all of the answers were the types of answers you'd give in an interview (not very thought provoking or controversial). Let's mix it up a bit here. External headhunters, here's your chance to sell your case for using the outside hired guns! Thanks.