How do you manage reputation for an executive who is being recruited for a board seat?

Board recruitment diligence is now substantially digital, and the candidate’s reputation layer is reviewed by multiple parties: the nominating committee, the search firm if one is involved, the proxy advisors who will rate the slate, and sometimes large institutional investors. LinkedIn refreshed and complete; corporate bio with Person schema reflecting the current role and prior governance experience; Wikipedia accurate where one exists with attention to NPOV on any matter that might emerge in proxy advisor reviews; Knowledge Panel current with accurate role and affiliation data; AIQ™ audit of how each major AI engine describes the candidate, with attention to factual errors or misattributions because some search firms now use AI as part of initial screening. The work is preparatory and is best done six to twelve months ahead of any anticipated candidacy; under compressed timelines, the structural infrastructure that already exists usually determines what is achievable.