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Forming a Search Committee to Hire a Nonprofit Executive Director

Hiring a new Executive Director or CEO is likely the most important decision a nonprofit Board will face during its tenure. So, assembling the Board Search Committee is a critical process. Here are my suggestions:

  • How many people should serve on the Search Committee?
    • Four to five committee members is a good number. Some people prefer an odd number for voting purposes.
  • What kind of person should be on the Search Committee? Who should chair it?
    • Put your best Board members on this committee.
    • Having the Executive Committee serve as the Search Committee can work. That will integrate the committee with the Board leadership so Search Committee decisions have full Board support.
    • Especially important is the Search Committee Chair. Pick someone who is well respected among the Board, perhaps a current or former Chairperson.
    • Include a person (or professional search firm) in the process who has experience with nonprofit organizations and the leadership skills needed for this position.
  • What role should the current Executive Director have in hiring a successor?
    • Usually, the outgoing Executive Director should not be a voting member of the committee even if he or she is in good standing and still in the picture. You do not want the outgoing Executive Director picking his or her successor. That hiring decision rests with the Board as the governing body. Also, his or her presence may bias the process by hampering others’ ability to freely discuss the position’s history and the skills needed to move the nonprofit forward.
    • With that said, the outgoing Executive Director can have valuable input into the characteristics and qualifications needed for this position. S/he knows the job better than anyone and can serve as an important “advisor” to the committee. In the role of advisor, the outgoing Executive Director can give input into the skills and qualifications needed for the position description. Also, by using his or her networks, s/he can suggest resource individuals and potential candidates.
  • Should senior staff members be included?
    • It is best not to have senior staff serve in an official voting capacity on the committee. Staff should not pick their “boss.” But like the Executive Director, senior staff members are invaluable as resource individuals to help define the position and the skills needed for this important role. Their input and feedback should be actively sought. (The Moran Company often schedules conversations with key staff as part of our orientation, and we share a survey with staff and stakeholders at the start of a search to collect their input.)
    • Senior staff also should have the chance to meet the final two or three candidates and share their observations. However, they do not vote or have a veto on the hire.
    • Read more: How to Engage Staff During a Nonprofit Executive Director Search.

 

Here are some agenda items for initial Search Committee meetings:

  1. Discuss interim arrangements needed to run the nonprofit during search period.
  2. Create a communications plan.
  3. Decide whether to hire a nonprofit executive search firm.
    • Such a firm can provide the expertise to avoid pitfalls in this critical hire. A professional nonprofit recruiter has the time and energy to bring qualified candidates to the table, beyond the capacity of most volunteer Board committees.
    • Read more: The Role of the Nonprofit Board in Hiring an Executive Director.
  4. Develop a search timetable.
    • Determine the steps needed for the search including advertising the position and evaluating all applicants. Reserve dates for semi-final and final interviews on the committee’s calendar.
    • If a search firm is used, they will provide a process and timeline.
  5. Discuss how to handle internal candidates.
    • How will a staff or Board candidate be handled? What happens if he or she is not selected? You do not want to lose key people after the search ends.
    • A search firm knows how to handle these delicate issues and can provide recommendations.
  6. Confirm the salary range.
    • Look at both the nonprofit’s salary structure and that of peer nonprofits. Determine a market-level salary range.
    • A search firm can provide this data to its clients for review.
  7. Develop a position description or profile for advertising purposes.
    • o Brainstorm critical skills and experience needed for the position. This may involve gathering feedback and reviewing the strategic plan to aid in deciding the experience and attributes needed for the next three to five years.
    • If a professional search firm is used, they will submit a draft profile for review.

 

If you have a strong Search Committee and a robust search process, chances are you will end up hiring a great Executive Director. Contact us for a free 30-minute consultation if we can assist you. We are happy to help.

by William J. Moran, J.D., M.S., Ed.
President, The Moran Company
“We Find Great Nonprofit Leaders”

© 2023 The Moran Company

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