How Can a Recruiter’s Experience with Nonprofit Boards Guide an Executive Leadership Search?

At its core, a successful search hinges on the partnership between the recruiter and the board – where each party brings its experience and skills. Our recruiters bring decades of personal executive director and fundraising experience plus years of working with nonprofit boards in various capacities. This firsthand knowledge allows us to provide search committees with a level of insight that makes a critical difference in the search process.

Here’s a look at how our experience – in the words of our search consultants – translates into a more effective and supportive search process:

Understanding the Board’s Perspective

Our recruiters recognize that every board is a unique group of individuals, each with their own background and abilities. We believe that a successful search starts with respect and understanding the board’s perspective and skills.

• Mike Brose explains his approach: “My experience working with board members on searches begins with having deep respect for volunteer board members and their gifts of time and treasure, and their passion for the mission of the organization. That leads to listening to the volunteers involved in the search, asking questions, and starting the effort to build trust in the relationship.”
• Gretchen Kunkel adds she has “empathy for everything a board has to go through,” acknowledging that “being a board member can be tough and requires lots of juggling.”

Guiding the Search Committee

A search committee, though experienced in hiring in the for-profit sector, may not have experience with the intricacies of a nonprofit executive search. Our consultants act as navigators, ensuring the process is effective.

• Ann Graff highlights the importance of inclusive input: “Because of my experience, I have been able to help the board work through the traits that they think are needed in their next Executive Director. My experience drawing information from board members who may not be as vocal as others allows for the full board to provide input.”
• Bruce Scott says, “I acknowledge that they likely have not made a decision this big on behalf of the organization together AND that most of them have made big hiring decisions in their careers.” During the interview stage, he focuses on “reminding them of their collective wisdom if they listen to each other.”

Open Communication and Building Consensus

A key part of our role is to align the board’s vision of the new Executive Director with our expertise in the search process. We help the board think critically about what they truly need in a leader.

• Steve Byers stresses the importance of this alignment: “Understand what the client’s goals are and align your objectives for the engagement with theirs to the extent possible. In other words, try to see the search through their eyes rather than your own.” He also adds, “Managing expectations is key… you need to have honest, course-correction conversations to prevent disappointment or misunderstandings down the road.”
• Jane Lampo adds, “I believe it is important to stress to the board that they be candid about any issues the organization is facing. Bringing in a new hire to deal with problems that were not revealed during the search likely will not lead to success for the new hire.”
• This openness ensures the board can make a confident final decision. As Dacia Moore puts it, “Most boards look to us to help them make the right decision by being honest, transparent, and real with them.”

The Importance of Onboarding

The work does not end when a candidate is hired; it extends into the critical period of the first year. We understand the importance of preparing both the new leader and the board for a successful start.

• Jon Rosell highlights the foundation of this success: “Understanding the critical relationship between the Board of Directors/Chair and the new Executive Director – roles, responsibilities, boundaries, the criticality of open communication, and helping the Board Chair achieve his/her vision for the organization.”
• And Jamie Berry emphasizes the need for forward-thinking communication: “Follow up communication is really critical to help facilitate a successful transition for the new hire.”

A successful nonprofit executive search is more than just a process; it’s a partnership. Our team’s executive director, fundraising and board experience complement the valuable hiring experience and skills of the search committee. This trusted relationship is built on respect and a deep understanding of the dynamics of nonprofit leadership. This ensures that your search results in a great hire for your organization’s future. Contact us for a free 30-minute consultation to learn how we can help your nonprofit recruit top talent.

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