How we protect trust
Code of Conduct
This Code sets out Menity’s rules for confidentiality, conflicts of interest, candidate assessment and technology use in retained executive search and CEO & Board Advisory.
It applies to our partners, research team and external contributors working on mandates. Each assignment is led by a Managing Partner responsible for applying this Code.
On this page
Confidentiality first
Client and candidate confidentiality
We use confidential information only for the agreed work and related legal obligations. Access is limited to those who need it for these purposes. Information entrusted to us by one client is not used to benefit another.
Before presenting a candidate’s profile to a client, we obtain consent for that specific mandate. Retention and consideration for future opportunities are governed by our Privacy Policy; they do not authorise disclosure to another client.
Access limited by purpose.
Consent before presentation.
No transfer of confidential client information between mandates.
Independence and conflicts
Disclosing and resolving conflicts
We disclose relevant relationships, competing assignments and other potential conflicts before accepting a mandate and when they arise during the work. Unresolved conflicts prevent us from proceeding.
We document and honour agreed restrictions on approaching client employees and candidates we have placed, including their scope and duration. If these restrictions limit the available candidate market, we explain this to the client before work begins.
Conflicts disclosed throughout the mandate.
Approach restrictions agreed in writing.
Market limitations explained to the client.
Candidate respect
Candidate communication and consent
We explain the role, the process and what information can be disclosed at each stage. Candidates participating in a selection process receive updates on material changes and are informed when their involvement ends.
We agree reference contacts with the candidate and do not contact their current employer without permission. A candidate may withdraw from the process at any stage.
Process and next steps explained.
Participants informed of changes and closure.
Current employer contacted only with permission.
Law and professional conduct
Written terms and legal compliance
Before work begins, we agree the mandate scope, responsible partner, fees, payment schedule, expected timetable and deliverables in writing. Any replacement commitment and its conditions are recorded in the engagement terms.
We follow applicable data protection, employment and equal treatment law, including the EU GDPR and, where relevant, the UK GDPR. We report material changes to the brief, timetable or candidate market and agree any resulting changes with the client.
Scope, fees and responsibilities documented.
Replacement terms stated where agreed.
Material changes discussed with the client.
Fairness and equal treatment
Assessment against agreed criteria
We agree assessment criteria with the client before approaching candidates. Criteria must relate to the role’s responsibilities, required experience and applicable regulatory requirements. We challenge unnecessary restrictions and do not accept discriminatory instructions.
Every candidate is assessed against the same agreed criteria. Recommendations distinguish verified facts, assessment findings and matters requiring further verification.
Menity has been a signatory of the Diversity Charter Slovakia since 2023.
Criteria agreed before candidate approaches.
Consistent assessment across candidates.
Evidence gaps made explicit.
Judgement and technology
Partner-led assessment and technology
We do not use AI or other automated systems to score, rank, filter or exclude candidates. Assessment, shortlisting and recommendations are carried out by the partner responsible for the mandate. The client makes the hiring decision.
Technology may support research, market mapping, documentation and administration. The responsible partner checks any output used in an assessment. We do not use video, voice or facial analysis to infer emotion, personality or character.
No automated scoring, ranking, filtering or exclusion.
Assessment remains partner-led.
No emotion or personality inference from voice or image.
When we step back
When we decline or stop a mandate
We decline, pause or stop an assignment if:
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the client’s decision authority or instructions remain unclear;
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confidentiality cannot be protected;
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a conflict of interest cannot be resolved;
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the work would require misleading a client or candidate;
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the client requires unlawful or discriminatory conduct.
Where an issue can be resolved, we agree the necessary changes before proceeding.
Practical questions
Frequently asked questions
Does Menity use AI to score, rank or filter candidates?
No. Menity does not use AI to score, rank, filter or exclude candidates. Assessment and shortlist decisions are made by the responsible partner.
Can Menity share my profile with another client?
Only with your consent for that specific mandate. Participation in one process does not authorise presentation to another client.
What happens if a conflict arises during a mandate?
We disclose it to the affected parties and address it before continuing. If it cannot be resolved, we stop the affected assignment.
How does Menity apply equal treatment in a search?
We agree role-related criteria before approaching candidates, challenge unnecessary restrictions and assess every candidate against the same criteria.
Accountability
Questions or concerns about our conduct
Contact either Managing Partner about the application of this Code. A concern involving one partner should be directed to the other for review. Information about a concern is shared only as needed to investigate and respond, or as required by law.
For personal data enquiries, contact privacy@menity.com.
Code owners: Vladimír Janík and Peter Nemčok, Managing Partners
Last updated 23 September 2026