For more than 20 years, I have built, trained, and reviewed Executive Protection programs — first as an FBI Special Agent, then as a consultant to clients ranging from corporate executives to ultra-high-net-worth families. When a new client calls me to help build a protective program, one of the most important questions I ask is: What are you looking for in a Protector?
Almost every time, the answer is the same: “Former Law Enforcement, Military, or Tier 1 operators with combat experience.” I understand why. Those individuals are highly capable, and in the right environment, with the right oversight, they can do outstanding work in civilian EP. But the prerequisite that many clients never consider is arguably more important than any other – can they maintain my confidentiality?
This week, the Secret Service confirmed exactly what I mean. A member of Vice President Vance's protective detail was placed on administrative leave, pending an administrative review and a potential criminal inquiry, after being suspected of talking to a reporter about the family's travel plans. Secret Service Chief of Communications Anthony Guglielmi put it plainly: "A member of the Vice Presidential Protective Division is the subject of an administrative investigation, and potential criminal inquiry, involving allegations of compromising operational and information security."
Read that again. Not a tactical failure. Not a use-of-force failure. A confidentiality failure.
I am not commenting on guilt or innocence here – the investigation is ongoing and nothing has been proven. But the story is a reminder of the reality of protective work – the failures that destroy protective programs are rarely tactical missteps – they are often privacy related.
Here is what clients need to understand: a protective detail sees everything – the home, the schedule, the children, and the private things that happen living in such close proximity to Protectors. The parts of your life you do not show anyone else. A Protector who only knows law enforcement or military operations has no concept of protecting your privacy. This is a liability wearing the uniform of protection.
And the damage to the protective program after a leak or unauthorized disclosure does not end with the removal of the leaker. When one member of a protective detail talks out of turn, the rest of the team inherits the mess left behind. They spend months attempting to rebuild the trust and confidence it took years to earn – because of one person's poor judgment.
So when you are hiring executive protection, open the optic of the favorable attributes of the ideal candidate. Yes, tactical proficiency, intelligence, and practical experience matter but so does privacy. Vet the candidate for confidentiality the same way you vet for tactical proficiency. Look at their social media – if you see pictures of them with their clients, move away. If they write books about their time with a famous Protectee, move away. If they refuse to talk about former clients due to confidentiality – they are favorable candidates.
If you are not sure how to evaluate a candidate – call me. Building that culture of confidentiality is exactly the work I do.
Live with courage -