I am switching jobs, both are in IT, relatively overlapping skill-wise and in the very same city.
At my previous job I have been actively involved in recruitment, up to co-defining the strategy, actively leading several recruitment processes, having sourced at least a few hires myself, hired another few from other sources, taken part in recruitment of next tens of employees, and I have access to lists of hundreds of other not-hired candidates.
In that process at the company we have gathered a lot of contacts, also these which didn't end up being recruited for several reasons - also including ones that are not definitive obstacle - e.g. decent people with a bit too high financial expectations for what was the budget then, or people who nearly decided for joining but stayed at current job, etc.
The new company obviously will want to use my experience in recruitment, and potential some knowledge of the market, etc. Although if that changes anything, recruitment is not in my job description for the new job.
Now, my dilemma is - how much of this knowledge and information I can use in my next company? This seems a bit similar to how sales people transfer their customer portfolio when joining competition, as recruitment is very similar to sales in some aspects.
I know this is a lot of gray area. Some data points are clearly white to me - like a past candidate actively reaching out to myself after being notified on LinkedIn I switched companies. Some are clearly black to me - like me influencing the ongoing recruitment processes at my previous job, etc.
Can you provide some assistance on where to draw the line? Or how to approach it?
(I am aware this has a legal aspect to it in EU. My loyalty towards the soon to be previous job is beyond what is legal and not)