Hiring a Nonprofit Executive Director

by William J. Moran, J.D., M.S.Ed.

1. Make Interim Arrangements for the Agency’s Management. The interim period between CEO’s is a difficult time, especially if the prior CEO left precipitously. The Board should not rush into a hasty decision for a replacement. Reasonable arrangements should be made for the management of the organization during the search process.

2. Form a Search Committee. The Board must have full ownership in the hiring process. However, Board members are not often equipped to identify and proactively pursue top nonprofit talent. A good combination is for a board committee to work closely with an executive search firm specializing in nonprofit searches.

3. Determine Your Nonprofit’s Needs. What are the unique circumstances that the new leadership will face? What are the knowledge, skills and other characteristics needed in this position? The Board and Search Firm Recruiter need to be on the same page. A written job description or search profile should be developed and approved.

4. Agree on a Search Process, Timetable and Salary Range. The Search Firm and Board Committee decide upon the geographic scope of the search, a timetable and a preliminary salary range. The Search Firm Recruiter may offer salary comparables to aid the discussion.

5. Decide how to Involve Key Staff. Key staff are kept informed of the process as it unfolds and, if possible, are involved in the process. Often, it is appropriate for the final candidates to meet with the staff.

6. Advertise the Position. The Search Firm Recruiter markets the position and seeks qualified applicants. A good recruiter uses face to face meetings and phone calls to respected nonprofit peers to seek out potential candidates. The best candidates are often those not looking to change employment. The position is also posted on nonprofit job boards, emails and other media.

7. Screen Applications. The Recruiter reviews all applications and decides which applicants to interview.

8. Conduct Screening Interviews. A series of short interviews are used to screen candidates. Often this is done by the Recruiter alone. It may be advisable to have individuals from the Search Committee participate in some screening interviews. The Recruiter may bring some promising candidates informally to members of the committee for review prior to final interviews.

9. Past Work Performance is Uncovered. Mediocre candidates can submit impressive resumes or even interview well. However, all candidates have a work history that will reveal their actual productivity. It is up to the Recruiter to uncover that record of productivity. This is done by informally speaking to the candidates’ past work associates and others who would have knowledge of his or her productivity.

10. Conduct Final Interviews. The Committee (and perhaps the Board as a whole) interviews the final candidates. Often, other staff have an opportunity to meet with the candidates and offer their feedback as well.

11. Making an Offer. The Board agrees on the best candidate and an offer for the position is made. The Recruiter may act as a “good faith broker” trusted by both the committee and the final candidate to negotiate the employment contract.

12. Draft a Letter of Employment. A letter is sent out to the successful candidate setting out the specific conditions of employment including salary, vacation, medical insurance, retirement benefits, and other parameters of employment.

13. Set Clear Expectations. The Board Chair and the new Executive Director meet to establish ground rules for communication and define clear expectations for each other.

14. Plan a Formal Evaluation. A formal evaluation is given after an initial six months or one year period. Board feedback is given to the Director on his or her initial performance in a private meeting.

Bill Moran, The Moran Company, specializes in nonprofit executive searches
for executive directors, fundraising staff and other top nonprofit leadership.

© 2008 The Moran Company
“We find great nonprofit executives”

For more information, see
“Hiring a Director for a Nonprofit Agency: A Step-by-Step Guide”
by K. Jenne and M. Henderson, Popular Government, Summer 2000