In what scenario would a ‘cold hire’ method be appropriate when placing an operative in a company?

The 'cold hire' method is most appropriately used when HR management is unaware of the operative's true purpose. This scenario allows the operative to be placed without the potential for bias or tampering with the investigation's integrity, as the company's HR and management do not have foreknowledge of the operative's role. It ensures that the operative can objectively gather information and observations that may be crucial to the investigation without influence from the company, allowing for a more accurate and effective collection of data.

Involving HR directly or requiring extensive supervision could compromise the mission and taint the outcomes of the investigation. Placing an operative in a high-profile position without fully disclosing the reason behind their hiring could raise suspicions or lead to early detection of the investigation, which can jeopardize its success.