Peter Steinmeyer, co-chair of the firm's Non-Competes, Unfair Competition and Trade Secrets Practice Group, copresents "Hiring a Competitor's Employees: Avoiding Legal Pitfalls," a Strafford Publications webinar/teleconference.

Hiring an employee from a competitor involves a great deal of risk due to the employee's access to the competitor's trade secrets, customers and other employees. A competitor is likely to take aggressive measures to protect its proprietary information and resources from the new employer.

Key employees are often bound by restrictive covenants with the competitor, usually in the form of noncompete, nondisclosure or nonsolicitation agreements. Such restrictions could limit the employee's value to the new company and put the new employer at risk of suit for trade secret misappropriation or breach.

Counsel to employers considering hiring from a competitor can provide guidance on the extent of the risk of the hiring and on steps to minimize the employer's exposure. The more transparent the recruitment and hiring process, the less likely the new employer will be subject to liability.

Listen as our authoritative panel of attorneys experienced in employment and unfair competition laws explains an employer's legal risks when hiring a competitor's employee, strategies for minimizing litigation exposure, and key defenses to claims for misappropriation of trade secrets or breach of restrictive covenants.


  • Due diligence strategies before recruiting a competitor's employees
  • Best practices for employers during the hiring process and employment relationship
  • Defending claims brought by the competitor


The panel will review these and other key questions:

  • What risks are inherent in hiring key employees from a competitor?
  • What special considerations come into play when a new employee is subject to a noncompete, nondisclosure or nonsolicitation agreement with a competitor?
  • What are some best practices for employers to follow when hiring a competitor's employee to protect the company and avoid litigation?
  • What potential claims might the competitor bring against the new employer—and what are some effective defenses to those claims?

For more information, visit

Event Detail

Jump to Page

Privacy Preference Center

When you visit any website, it may store or retrieve information on your browser, mostly in the form of cookies. This information might be about you, your preferences or your device and is mostly used to make the site work as you expect it to. The information does not usually directly identify you, but it can give you a more personalized web experience. Because we respect your right to privacy, you can choose not to allow some types of cookies. Click on the different category headings to find out more and change our default settings. However, blocking some types of cookies may impact your experience of the site and the services we are able to offer.

Strictly Necessary Cookies

These cookies are necessary for the website to function and cannot be switched off in our systems. They are usually only set in response to actions made by you which amount to a request for services, such as setting your privacy preferences, logging in or filling in forms. You can set your browser to block or alert you about these cookies, but some parts of the site will not then work. These cookies do not store any personally identifiable information.

Performance Cookies

These cookies allow us to count visits and traffic sources so we can measure and improve the performance of our site. They help us to know which pages are the most and least popular and see how visitors move around the site. All information these cookies collect is aggregated and therefore anonymous. If you do not allow these cookies we will not know when you have visited our site, and will not be able to monitor its performance.