The name is the easy part to remove
A spec approach works because the hiring manager reads about a person and not about your agency. It fails in two ways. The profile is scrubbed until it says nothing, or it is specific enough that the reader works out who it is, approaches them directly, and you have given away your candidate and perhaps their job.
Deleting the name and the employer is mechanical. What identifies people is the rest: the only distributor of that size in the region, the plant that closed, the system migration every competitor heard about, a tenure given to the month. In a small market one unusual project is a signature.
So the play does two jobs. It writes the profile the way a recruiter would, from the CV and nothing else, with no adjective the CV cannot back. Then it reads its own draft as someone trying to work out who this is, and lists what gives them away. The decision on each flag is yours, because you know the market and the agent does not.
What you get back
A short profile: a headline with role and seniority, what the person has done described by type of employer and scale, the skills that matter, one achievement with its number where the CV gives one, availability as the candidate stated it, and a short pitch. Under it, the details that could still identify the person, each with a softer wording. And a note of anything the CV did not contain, such as a missing figure, so you can ask.
It is text for your own template. Nothing is sent to anyone.
Variations worth knowing
Tailored to one company. Give the role that company is advertising and the profile leads with the matching experience. It stays grounded in the CV.
Feed a campaign. The profile is the pitch inside a spec campaign for one strong candidate. To find the hiring managers behind roles this person fits, use CV to hiring managers.
Two versions. An anonymised one for the first approach, and a named one for after the candidate agrees to the introduction.
Where this goes wrong
A small market. A few dozen people do this job in your region and the reader knows most of them. Blur harder, or make the approach by phone.
A CV that flatters itself. The grounding rule stops the agent inventing. It does not stop a candidate overstating, and the profile repeats what the CV claims.
Anonymised here, identified elsewhere. A scrubbed profile is undone by a file name carrying a surname, or a covering email that names the employer. Check what travels with it.
No consent. Spec-marketing someone who has not agreed is a breach of trust however well the profile is scrubbed. The play asks. It cannot check.
Rounded too far. "An experienced finance professional in the north" interests nobody. Keep the details that sell and that many people share.
