... José Caetano da Silva, Managing Partner at Talent Search, an executive search company, has always had doubts about this method for retaining talents: “It's a bit of a game. Executives who invest in these plans do not have the profile of convinced and firm investors.” ... However José Caetano da Silva points a finger: “Why do we think that we have power in marriages based on fidelity only because our spouse is kept under lock and key?” For the Managing Partner at Talent Search, stock options are more nothing than an aggressive way of retaining people. And he concludes: “With the desire to maintain their staff, managers forget the most important thing: to motivate them!”

Article: The last impression makes the most lasting impression. The image you have built up while working at a company is decisive. Particularly when it is time to leave.
Exame, 16 May 2001

... José Caetano da Silva is peremptory: “Integrity and fair play are essential in these times”. To leave with relations cut with somebody is not advisable. Particularly if it is the boss. Tact and subtlety are important.

Abandoning ship in the middle of a project is another awkward situation. In this case negotiate with the company, to minimise its losses. Show that you are willing to prepare for your replacement is a way of showing consideration and professionalism to the organisation.

Announcing the decision to leave at the right time is another rule that should not be forgotten. “If you don't do it, it is like a serious disease”, says José Caetano da Silva. And you can't get away from it. The world is a village. Don't think that you will never see a particular person again. Tomorrow you may find the same colleagues in another company. And that is if you don't repent and return through the same door that one day you opened to leave.

... José Caetano da Silva condemns those who change direction only for money. He thinks that that is the worst way to manage a career. According to Caetano da Silva, taking the right steps, performing well and accepting opportunities is the ideal. In interviews to select a candidate he never asks the question: “Why did you leave company A for B?” And he guarantees that no company is interested in hiring an executive whose CV includes a disastrous exit. The Talent Search Partner goes even further: “I want somebody to serve my client and not to take advantage of him”.