Running an Informant

Informants provide access to critical intelligence, enabling operatives to infiltrate hostile networks, preempt threats, and achieve mission objectives that would otherwise be impossible. Managing an informant isn’t simply a matter of gathering information – it’s a complex interplay of psychology, trust, control, and tradecraft. A mishandled informant can compromise an entire operation, while a well-managed one can turn the tide in your favor.

To run an informant well, you must be part psychologist, part strategist, and always an operative in control.

        I.   ASSESSING AND RECRUITING

Recruiting an informant is one of the most delicate phases of managing human intelligence (HUMINT). It requires a blend of psychological insight, situational awareness, and impeccable tradecraft. This step isn’t simply about finding someone who can provide information – it’s about identifying, evaluating, and recruiting the right person under the right circumstances.

Identification

The first step in recruitment is identifying individuals with access to the information you need. Not everyone is suitable, so you must filter potential candidates systematically.

[Direct Access]

  Look for individuals who are insiders within the target organization, community, or network. This could be employees, contractors, or even family members of key individuals.

• Example:   A disgruntled mid-level manager in a hostile entity’s supply chain could provide valuable operational details.

[Peripheral Access]

  Sometimes, informants operate on the fringes of your target. They may not have firsthand knowledge but can provide insights based on what they observe or hear.

• Example:   A local shopkeeper in an area frequented by key targets might notice unusual activity.

• Unintentional Proximity:   Be alert for individuals with accidental exposure to sensitive information. For instance, someone working as a cleaner or driver in a secure location might overhear or observe critical details.

Assessing Suitability

Once you’ve identified a candidate, you need to evaluate their suitability as an informant. This assessment includes a mix of psychological profiling, vetting, and operational considerations.

• Access to Intelligence:   How valuable is the information they can provide? Do they have consistent, reliable access to your target’s plans, movements, or operations?

• Credibility:   Gauge their reliability and willingness to be truthful. Cross-reference any information they provide early on with existing intelligence to confirm accuracy.

Motivations

Use the MICE framework to understand why they might cooperate:

• Money:   Are they financially unstable, or do they seek financial gain?

• Ideology:   Are they aligned with your goals or disillusioned with their current organization?

• Coercion:   Do they have vulnerabilities, such as a criminal history or personal scandal, that could compel them to cooperate?

• Ego:   Do they crave recognition, status, or validation?

Character and Stability

Is the person emotionally stable, discreet, and trustworthy? An unstable or reckless informant is more likely to compromise themselves – and you.

Risk Assessment

Consider the personal risk to the candidate. Are they likely to be discovered? If so, could that endanger their life or compromise your operation? High-risk individuals might not be worth pursuing unless their intelligence is irreplaceable.

Building Rapport

The first interaction with a potential informant is critical. You must gain their trust without revealing your intentions prematurely.

• Low-Key Approach:   Begin with casual, innocuous conversations that build trust. These initial interactions should be non-threatening and seem natural.

• Example:   If they’re a bartender, strike up a conversation about local news or trends while observing their personality and behavior.

• Target Their Interests:   Show genuine interest in their concerns, whether it’s financial struggles, professional frustrations, or ideological disagreements. The goal is to create a connection that paves the way for deeper discussions.

• Mirroring and Subtle Probing:   Use conversational techniques like mirroring (matching their tone and body language) and open-ended questions to learn about their circumstances. Avoid any hint of manipulation in these early stages.

Making the Pitch

When you’re confident that the individual is suitable, it’s time to pitch your recruitment. This step is the most critical and should be handled with precision.

Initial Vetting

After they agree to cooperate, the informant must undergo an initial vetting process to confirm their utility and credibility.

• Test the Waters:   Assign them a minor, low-risk task and evaluate their performance. Did they follow instructions? Was their information accurate and delivered securely?

• Cross-Check Intelligence:   Verify the data they provide against other sources. Fabrications or inaccuracies in this phase might indicate unreliability.

• Behavioral Monitoring:   Observe their reactions to the new relationship. Do they seem overly eager or hesitant? Are they discreet, or do they draw attention to their activities?

Establishing Security Measures

Once you’ve recruited an informant, you must immediately establish protocols to protect both them and the operation.

• Cover Stories:   Create plausible explanations for your meetings or communications. For instance, if you’re meeting them regularly in a public place, ensure it aligns with their routine to avoid suspicion.

• Operational Channels:   Set up secure communication methods, such as encrypted messaging apps, dead drops, or one-time-use phone numbers. Ensure they understand the importance of following these protocols.

• Surveillance Countermeasures:   Instruct them on how to detect and evade surveillance (SDR). Even a minor slip in this area can jeopardize both of you.

Psychological Considerations

Running an informant begins with understanding human nature. Recruitment is as much about reading their psychology as it is about formal tradecraft.

• Emotional Leverage:   People are often driven by their emotions – fear, greed, anger, or pride. Identify and subtly exploit these emotions to secure their cooperation.

• Building Trust Gradually:   Trust isn’t built overnight. Be consistent, dependable, and respectful in your interactions. A well-handled informant should feel that you’re a reliable partner, not just a handler.

• Identifying Red Flags:   Watch for signs of hesitation, dishonesty, or instability. These could indicate that the informant is unreliable or, worse, playing a double game.

        II.   ESTABLISHING CONTROL

Once you’ve recruited an informant, establishing control over the relationship is critical. This step ensures the informant operates within your parameters, maintains discipline, and adheres to operational requirements. Control doesn’t mean dominance – it’s about creating a professional dynamic where the informant feels motivated to cooperate but remains aware that you’re in charge of the relationship.

Define the Nature of the Relationship

The first step in establishing control is to clearly define the boundaries and expectations. This helps avoid misunderstandings and ensures the informant understands their role.

• Set the Tone Early:   From the first meeting, communicate that this is a professional relationship. Avoid becoming overly friendly, as informants who believe the relationship is personal may test boundaries or become emotionally attached.

• Clarify Roles:   You are the handler, and they are the informant. They provide intelligence or perform tasks at your direction, and you determine how their contributions fit into the broader mission.

• Avoid Overfamiliarity:   While it’s important to build trust, don’t allow the informant to feel they’re your equal in decision-making. The relationship must always be structured and purpose-driven.

Establish Methods of Communication

Control relies heavily on having secure, reliable ways to communicate. This minimizes risk and ensures you dictate the terms of when, where, and how the relationship operates.

• Secure Channels:   Use methods appropriate to the operational environment. In low-tech areas, dead drops and face-to-face meetings might be best. In higher-tech environments, encrypted communication platforms or one-time pad systems might be more suitable.

• Schedule Meetings Strategically:   Set irregular but plausible times and locations for meetings. Ensure the schedule avoids creating patterns that adversaries could exploit.

• Prearranged Signals:   Use signals to confirm meetings, such as leaving a specific object in a designated location. These methods reduce the need for direct communication in high-risk environments.

Control the Flow of Information

A critical part of controlling an informant is managing what they know. The more they know about the overall operation, the greater the risk if they’re compromised.

• Need-to-Know Basis:   Limit the information they’re given to what’s necessary for their tasks. Never share details about other informants, operational goals, or your true identity.

• False Backstops:   Provide disinformation or cover stories that explain your role in case the informant is interrogated or turns against you. For example, you might claim to be working for a private firm rather than a government agency.

• Compartmentalization:   Ensure the informant’s role is tightly compartmentalized within the larger operation. This protects the integrity of the mission if the informant is compromised.

Emphasize Secrecy and Discipline

Informants often underestimate the dangers of their role. Reinforce the importance of secrecy to prevent careless behavior.

• Stress Operational Security (OPSEC):   Make it clear that their safety – and yours – depends on their discretion. Highlight real-world consequences for informants who’ve violated security protocols.

• Train Them in Basic Tradecraft:   Teach them how to avoid surveillance, detect tailing, and protect sensitive materials. This training helps them act confidently and reduces their risk of exposure.

• Reinforce the Chain of Command:   Always remind the informant that they work for you, not the other way around. This maintains order and discourages them from freelancing or acting outside their assigned tasks.

Psychological Management

Informants are human, and their emotions, fears, and motivations will evolve over time. Part of establishing control is managing these dynamics effectively.

Balance Trust and Control

Control doesn’t mean micromanaging every action. You need to trust the informant to perform their role while ensuring they remain under your guidance.

• Trust Through Verification:   Validate their intelligence through other sources to ensure they’re not fabricating information or misinterpreting events.

• Empower Them Strategically:   Let them take initiative in areas where they excel or have better situational awareness, but maintain the final say on all decisions.

• Monitor for Signs of Deception:   Watch for inconsistencies in their reporting or behavior that might suggest they’re being turned, double-dealing, or losing commitment to the mission.

        III.   MOTIVATING THE INFORMANT

Motivating an informant is one of the most delicate aspects of handling them. The informant’s willingness to continue providing valuable intelligence often hinges on how well you understand and cater to their motivations. These motivations can evolve over time, and failing to recognize or adapt to these changes risks losing their cooperation – or worse, creating a hostile source.

Understanding the Core Motivations

The foundation of motivating an informant lies in understanding what drives them. Most motivations fall into one of the following categories, captured by the MICE acronym:

[Money]

  Financial incentives are a powerful motivator. Many informants cooperate because they see it as an opportunity to improve their financial situation. This is especially common in individuals facing economic hardship or those with a materialistic mindset.

• Best Practices:   Offer consistent, reasonable compensation tied to the quality and value of their intelligence. Avoid overpaying, as this can lead to greed or attract undue attention.

[Ideology]

  Some informants are driven by a strong belief in a cause. They may oppose a regime, organization, or ideology, and see their cooperation as a way to fight for their beliefs.

• Best Practices:   Reinforce their ideological commitment by framing their contributions as pivotal to achieving shared goals. Be genuine when discussing their cause to maintain credibility.

[Coercion]

  Some informants are motivated by fear. They might have been blackmailed, caught in compromising situations, or pressured into cooperating.

• Best Practices:   Use coercion sparingly and as a last resort. Once coerced, an informant must be carefully monitored for signs of resentment or defiance. Build rapport over time to transition from coercion to more cooperative motivations.

[Ego]

  Many informants are driven by a desire for recognition, power, or status. They may enjoy feeling important, being part of covert activities, or having influence over events.

• Best Practices:   Flatter their sense of importance subtly but authentically. Let them believe they’re indispensable, but never inflate their ego to the point they overstep their role or become difficult to manage.

Tailoring Your Approach

No two informants are the same, even if they share similar motivations. Personalizing your interactions is essential for long-term success.

• Build Trust:   Trust is the cornerstone of any informant relationship. Demonstrating consistency, reliability, and a genuine interest in their well-being fosters loyalty. Even in relationships based on coercion or money, a layer of trust makes the relationship more stable.

• Show Empathy:   Understand the informant’s circumstances and challenges. Listening to their concerns without dismissing them as trivial can deepen your rapport. Showing empathy doesn’t mean becoming emotionally involved; it means recognizing their humanity.

• Keep it Professional:   While empathy is important, always maintain clear professional boundaries. Allowing the relationship to become overly personal risks compromising your judgment or the mission.

Reinforcing Their Motivation

Once you’ve identified their primary motivation, you need to reinforce it regularly. This doesn’t mean bombarding them with rewards or constant encouragement but finding subtle ways to keep them aligned with the mission.

[Money]

• Deliver payments discreetly and reliably, without delays or issues.

• Occasionally provide bonuses for especially valuable intelligence. This reinforces the connection between effort and reward.

• Avoid turning the relationship purely transactional, which can make them feel like a disposable commodity.

[Ideology]

• Share updates about how their intelligence is contributing to the cause.

• Provide them with non-classified insights that reinforce the importance of their role.

• Acknowledge their sacrifices and frame their actions as heroic or impactful.

[Coercion]

• Work to reduce reliance on coercion over time. Offer positive reinforcements, such as rewards or assurances of safety, to transition them to more cooperative motivations.

• Monitor their emotional state closely to identify signs of resentment or risk of defection.

• Assure them their cooperation is securing their own safety and future.

[Ego]

• Let them feel like an insider, but within safe boundaries. For instance, let them believe they have unique access or influence.

• Use compliments sparingly but effectively. Make them feel valued, but not so indispensable that they begin making demands or going rogue.

Psychological Techniques for Long-Term Engagement

Motivating an informant requires more than rewards or recognition; it requires a nuanced understanding of human psychology.

Handling Informants Who Lose Motivation

Even the most motivated informants can waver. Recognizing early warning signs and addressing them proactively is crucial.

[Signs of Waning Motivation]

• Complaints about their compensation or treatment.

• Excuses for not following through on tasks.

• Delayed or incomplete reports.

• Signs of emotional distress, paranoia, or frustration.

[Countermeasures]

• Reassess their motivations. Has their financial situation improved? Have ideological drivers shifted? Is their ego being neglected?

• Reinvigorate their enthusiasm by providing new challenges, increasing rewards, or reframing their contributions as crucial.

• If all else fails, consider transitioning them out of the role while ensuring operational security.

Adapting to Changing Motivations

Over time, an informant’s motivations may evolve due to personal, financial, or situational changes. Staying attuned to these shifts and adjusting your approach is vital.

• Conduct periodic assessments of their needs and concerns.

• Regularly reinforce the original motivations while exploring emerging ones.

• Use changing circumstances to your advantage. For instance, if an informant who started for financial reasons becomes ideologically aligned, emphasize their contributions to the cause.

        IV.   COLLECTING INTELLIGENCE

The primary goal of running an informant is to gather accurate, actionable intelligence that advances your mission objectives. This process demands precision, discipline, and an understanding of how to guide and support the informant to collect high-value information while maintaining their safety and security.

Training the Informant

Most informants aren’t professionals. They need guidance to become effective sources of intelligence without drawing attention to themselves. While you won’t train them to be operatives, you must provide basic skills to maximize their value.

• Observation Skills:   Teach them what to notice and how to interpret what they see. For example, they might focus on specific types of personnel, equipment, or movements.

• Memory Techniques:   If writing down information is too risky, train them in memory aids such as mnemonic devices or visualization techniques to retain critical details.

• Documenting Information:   If safe, instruct them on secure ways to document intelligence, such as using code words, innocuous-seeming notes, or other covert methods.

• Situational Awareness:   Stress the importance of staying alert to their surroundings. They need to recognize when they’re being watched, when they’re acting suspiciously, and when to abort a mission.

Providing Clear Objectives

Informants perform best when they know exactly what you need. Vague instructions like “keep an eye on things” or “let me know if anything important happens” are recipes for failure. Be precise:

• Define Targets:   Specify what people, organizations, or activities to observe. For example, you might ask them to focus on a particular meeting or monitor supply chain movements.

• Establish Key Questions:   Provide specific, actionable questions. Instead of asking, “What are they planning?” you might say, “Find out if they’re planning to conduct a shipment this month, and if so, to where.”

• Timeframes:   Clearly outline when you need the information and how frequently they should report back.

Managing Information Flow

One of the greatest challenges in working with informants is controlling the flow of information to ensure you’re neither overwhelmed with irrelevant details nor missing critical insights.

• Segmenting Tasks:   Break down large goals into smaller, manageable tasks. This prevents the informant from feeling overwhelmed and increases the likelihood of accurate reporting.

• Prioritizing Information:   Teach the informant how to discern between valuable intelligence and noise. You don’t need every trivial detail – only the information that drives decisions.

[Guided Reporting]

• Who did they observe? (Names, descriptions, or roles.)

• What happened? (Events, actions, or decisions.)

• Where and when did it happen? (Specific locations and timestamps.)

• Why is it significant? (Their interpretation of the event’s relevance.)

Verifying Information

Informants are human. They can misinterpret events, exaggerate their usefulness, or even deliberately fabricate information. Ensuring accuracy is a core part of your role.

Handling Sensitive Information

Informants often operate in hostile environments where possessing certain types of information can be life-threatening. Managing how they handle and convey intelligence is critical.

• Compartmentalization:   Ensure the informant only knows what they need to fulfill their task. They should not have details about the broader mission or other informants in the network.

• Secure Channels:   Use covert tradecraft techniques for transferring information. Examples include:

• Dead Drops:   Prearranged locations where the informant can leave written intelligence or pick up instructions without meeting face-to-face.

• Brush Passes:   Quick, inconspicuous handoffs during seemingly casual encounters.

• Encrypted Communication:   If they use digital means, ensure they’re trained in using secure, anonymous tools.

• Trigger Warnings:   Establish prearranged signals that alert the informant to abandon a task if conditions become too dangerous.

Recognizing Informant Limitations

No informant can do everything, and pushing them beyond their capabilities is counterproductive and dangerous.

• Stay Realistic:   Understand their access and expertise. Don’t ask for intelligence that’s beyond their reach or comprehension.

• Mitigate Risk:   Avoid sending them into high-risk scenarios unless absolutely necessary. Always weigh the value of the intelligence against the personal risk to the informant.

• Identify Red Flags:   If the informant seems overly eager, offers too much information, or seems uncomfortable, reevaluate their tasking. These can be signs of stress, deception, or external pressure.

Turning Intelligence Into Action

Once intelligence is collected, the operative’s job doesn’t end. The raw data must be processed and turned into actionable insights.

• Analysis and Interpretation:   Review the intelligence to determine its validity and relevance. Consider the informant’s potential biases or blind spots.

• Timely Reporting:   Relay critical intelligence to your superiors or operational partners promptly. Intelligence delayed is often intelligence wasted.

• Follow-Up Tasks:   Based on the intelligence provided, determine whether additional questions or follow-ups are required. Provide these tasks to the informant or other assets.

        V.   RISK MANAGEMENT

Risk management is a cornerstone of running an informant. The very act of recruiting and handling a source introduces vulnerabilities that could jeopardize the mission, the informant’s safety, and your own operational security. An operative must anticipate, mitigate, and respond to risks at every stage of the relationship.

Security Measures

Minimizing exposure for both the operative and the informant requires disciplined application of tradecraft.

• Meeting Locations:   Never use predictable or high-traffic locations. Rotate meeting sites and choose places that provide natural cover and concealment, such as crowded markets or parks with multiple exits. Avoid places where surveillance teams can easily loiter without detection.

• Layered Surveillance Detection:   Always conduct thorough surveillance detection runs (SDRs) before meeting an informant. A compromised meeting is disastrous; ensure no one follows you to the rendezvous point. Teach your informant basic counter-surveillance techniques to help them avoid being followed.

• Communication Protocols:   Use secure and non-attributable methods of communication. Avoid direct calls, texts, or emails. Encrypted messaging apps, dead drops, or one-time pads are safer options. Communication protocols should include fail-safes, like time-limited messages or prearranged signals for emergencies.

• Operational Anonymity:   Your cover identity must remain intact. Never reveal personal information, including your real name, background, or agency affiliation. If your identity is compromised, it puts both you and the informant at risk.

Handling the Informant’s Behavior

An informant’s actions can either support or sabotage the operation. Monitor and manage their behavior closely.

• Instilling Discipline:   Many informants are amateurs in intelligence work. Teach them the importance of operational security, such as avoiding unnecessary risks, keeping their activities discreet, and not discussing their involvement with anyone.

• Emotional Stability:   Stress, paranoia, or personal conflicts can destabilize an informant. Check in on their emotional state without appearing intrusive. If they show signs of strain, adjust their workload or provide assurances to alleviate their concerns.

• Monitoring for Overconfidence:   Informants who feel indispensable may overstep boundaries or take unnecessary risks, believing they’re untouchable. Keep them grounded by emphasizing the dangers of reckless behavior and reinforcing that their value lies in disciplined reporting.

Counter-Intelligence Risks

A significant risk in informant handling is the potential for double agents or compromised sources. Vigilance is crucial.

Planning for Compromise

Despite all precautions, compromises can happen. You must prepare for this inevitability.

• Emergency Communication:   Establish a system for signaling distress or immediate danger. This could be a prearranged code word, phrase, or subtle action that alerts you to their peril.

• Cover Stories:   Help the informant create a plausible explanation for their actions or associations with you. A strong cover story can buy them time or deflect suspicion if they’re questioned.

• Safe Extraction:   Always have an escape or extraction plan for the informant. This might involve providing them with new documentation, relocation assistance, or access to a safe house. Ensure these plans can be executed quickly if their position becomes untenable.

Contingency Plans for Worst-Case Scenarios

Prepare for situations where things spiral out of control. A lack of preparation can turn a bad situation catastrophic.

• Exposure of the Informant:   If their role is uncovered, be prepared to sever ties swiftly. Minimize further exposure by ensuring they can’t link your identity to the agency. In extreme cases, provide emergency exfiltration to a safe location.

• Blown Cover:   If your cover is compromised, prioritize exiting the area safely. Alert your command structure, initiate an extraction plan, and avoid any further contact with the informant.

• Hostile Interrogation:   If the informant is captured by hostile forces, assume they’ll break under pressure. Operate under the expectation that any details they know about you or the mission will be revealed.

        VI.   INFORMANT TERMINATION

Ending an informant relationship is as critical as its initiation. Mishandling this phase can undo the work you’ve accomplished, endanger the informant, or compromise your mission and personal security. A well-managed disengagement ensures the informant feels respected, prevents unintended fallout, and maintains operational integrity.

When to End the Relationship

Knowing when to end the relationship is key. The timing and reasons vary, but common scenarios include:

• Mission Completion:   The primary reason to disengage is that the operational need has been fulfilled. If the intelligence they provide is no longer relevant, there’s no reason to continue the relationship.

• Compromised Informant:   If their cover is blown or they’ve been exposed as an informant, disengagement is often unavoidable. Continuing contact could jeopardize your safety and the mission.

• Unreliable or Uncooperative Behavior:   Informants who lie, exaggerate, or fail to meet expectations are liabilities. Trust is paramount, and if that trust erodes, it’s time to move on.

• Emotional or Psychological Deterioration:   An informant who becomes emotionally unstable, paranoid, or erratic is a risk. Their behavior could lead to exposure or dangerous actions.

• Shifting Priorities:   Operational goals evolve, and resources are finite. If the informant’s role no longer aligns with the mission, disengagement becomes necessary.

Immediate Termination

Sometimes, circumstances demand an abrupt end to the relationship. This might occur due to security breaches, informant betrayal, or external threats. In such cases, prioritize speed and safety.

• Cut All Contact:   If the informant is compromised or poses a risk, terminate communication immediately. Change meeting protocols and avoid any locations or methods previously used to interact with them.

• Damage Control:   Assess the potential fallout from the relationship ending. If the informant knows sensitive details about you or the mission, take steps to mitigate this exposure. This might involve misinformation, discrediting them, or other counterintelligence measures.

• Secure Critical Information:   If the informant holds key operational intelligence, retrieve it before termination. Use secure methods that don’t expose your operational assets.

Extraction and Post Support

In some cases, particularly with high-risk informants, you may need to provide ongoing support even after the relationship ends.

Burn Notices and Hostile Termination

If an informant has betrayed you or become a threat, a burn notice might be necessary. This means discrediting them or exposing their actions in a way that neutralizes their ability to harm the mission.

• Discredit Them:   Spread misinformation to undermine their credibility. For example, if they might leak your activities, prepare a counter-narrative to preemptively cast doubt on their claims.

• Minimize Their Knowledge:   Ensure that sensitive details—such as your identity, agency, or operational methods—aren’t known or can be plausibly denied.

• Physical Security:   In extreme cases, ensure your safety by deploying counter-surveillance, altering your routines, or even using a secure location until the risk subsides.

Running an informant is both an art and a science. Success requires a combination of tradecraft, psychology, and adaptability. Informants are a tool to achieve your operational objectives, not an end in themselves. Treat them professionally, manage them carefully, and ensure their contributions serve the broader mission.

The stakes are high, but when done right, running an informant can provide the crucial edge that separates success from failure in covert operations.

//   The strength of an informant lies not in their loyalty to you, but in their loyalty to their own motivations – understand those, and you control the relationship.

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    TAGS   //   ASSET CONTROL, CIA, GUIDES, HUMINT, INFORMANT, MANIPULATION, NEW YORK, PROFILING, RECRUITMENT, SOCIAL ENGINEERING, STREET SMARTS, UNREDACTED