I’d be asking more questions of them, the why? what? and when? and also be honest and tell them you’re under an NDA.. then see what happens.

It sound like you’re asking, “I’m legally bound not to do X, so do you think I should do X?”

Even acknowledging that you have signed an NDA is a violation in some cases.

So essentially, a competitor to your current employer wants to pay you for confidential information about / held by your current employer. Presumably the information is of some consequence if you’re bound by an NDA.
Personally I’d keep well out of it, and depending on how I felt towards my employer, let someone senior know about the approach.

Think on this; it’s not you they’re after, it’s what you know. How well do you think they’ll treat you when they’ve learnt all they want?

Could also be an employer checking up on employees ability to stick to NDA’s.. it does happen in my world for “interested parties” to call on spec and ask pertinent questions….

Just sayin’

Flip side, I’ve done a couple of these and if it is through an agency then it will all be very carefully controlled, the client will not ask for commercially sensitive information and if it should hit those sorts of areas then you can simply say that it is commercially sensitive and they won’t push.

I did one for example on sunscreen active ingredients; the client wanted a broad overview of the market and -> my opinion <- of whether it was a growth area, potential enviro / regulatory issues for specific types of actives, and so on. No info was requested or discussed about volumes, either market or my company’s, or pricing – they just wanted ‘expert’ opinion on certain aspects, the kind of stuff I’d discuss openly at a conference with competitors, customers and colleagues.

I think you made the right decision there BBS..and are taking the right course of action.
Whatever it was they wanted to pay you wouldn’t be enough …

Fired because they “assumed” you’d given confidential info

Sorry, that’s complete BS.

GLG Compliance Framework