Recruiting;

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Hiring top managers can be tricky, especially if the top candidates are employed by customers. "We've had recruitment firms offer their services, but they're too aggressive," says the president of a fast-growing technology consulting company. "We weren't certain they'd be discreet, and their fees were ridiculous."

Instead, he assigned one of his own employees to be a part-time undercover headhunter. Company executives make note of talented people they meet and actively maintain the contacts. When a position opens, they pass the names to the in-house headhunter, who makes the inquiry, using an obscure company name and a different phone number.

"Where we're unsure of our client's reaction, this is the best approach," says the president. "If we strike out, nobody knows we called." Should the potential recruit be interested, the headhunter reveals his true employer. Then negotiations begin in earnest.