Nonprofit Executive Search – The Quest to Find a “Unicorn”

The search to find the perfect transformational CEO or Chief Development Officer can often lead nonprofits to chase after a mythical creature: the Unicorn. This elusive figure is imagined to possess an extraordinary blend of skills, traits, and experiences – capable of single-handedly righting the ship and propelling the organization to new heights. While it’s great to dream big, the reality is that looking for this magical being can be counterproductive. Here are a few reasons why:

1. Having unrealistic expectations for your next hire can cause you to overlook the potential of non-traditional candidates. Some might have the majority of skills needed to be successful in the role but not all. Perhaps they are from a different sector or background than the person who previously held the position. Rising stars might be overlooked in hopes of finding the perceived “perfect” candidate.
2. Known candidates could be discarded too soon or feel too intimidated to apply if they don’t match 100% of your desired criteria. If internal staff, board members, or other partners buy into the narrative that only a creature as rare as a unicorn can possibly succeed, they might self-select out of the running for fear they won’t match up or possess the same mystique. However, with the right mentoring or training, these candidates could bring a unique understanding of your mission to the role.
3. It can limit referrals that lead to great candidates. Recruiting is similar to matchmaking. It involves many conversations and introductions. Resource individuals are often invited to share ideas of others they respect in the field who could be successful candidates for your position. If the laundry list of must-have credentials is too long, it can limit the brainstorming and stymie suggestions of leaders or fundraisers who could be a great fit.
4. Even if you find a perceived “unicorn”, that person might not stay if they yearn for greener pastures or if they are unable to meet unrealistic performance goals. This can set your search process back to square one. It can be disappointing to learn the unicorn is a mere human.

The Unicorn Trap

The quest to find a unicorn is understandable. It’s born out of a need to fill multiple, often complex, roles with one dynamic leader. It’s also a common vision that surfaces when describing a retiring nonprofit Executive Director who is so beloved that he or she has reached the legendary status of being described as a unicorn – but chances are they weren’t seen as such during their first year on the job. Now tasked with the daunting responsibility of finding or replacing a great leader, boards and search committees compile exhaustive lists of qualifications, hoping to find a candidate who ticks every box.

This problematic approach sets an impossible standard, one that can deter both internal and external candidates. Discouraging or narrowing applicants too early will elongate your search process unnecessarily. Although hiring the right person is more important than a timeframe, embarking on a mythical quest will leave a key leadership or fundraising position vacant for longer than it needs to be.

The irony is that it may be the very people who recognize they aren’t unicorns who are often the nonprofit’s true “unicorns.” They possess the humility and commitment to lifelong learning that allows them to understand your organization’s culture and challenges. This dedication can be far more valuable than an impressive resume or a charismatic interview.

The Trick of Perspective

Ultimately, the myth of the unicorn is a trick of perspective. Just as one might have mistaken an antler for a horn, so too can boards or hiring managers fall into the trap of overvaluing certain skills or achievements. They may see a candidate with strong fundraising abilities or a track record of program expansion and immediately rank them as their top candidate, expecting them to excel in every aspect of leadership. This sets the stage for disappointment and failure when long-term vision replaces the initial myopic view.

A More Productive Approach

Instead of seeking some mythical creature, a more productive approach for nonprofits is to engage in honest conversations about what professional strengths are the top priority for the organization. Recognizing that no single candidate can embody every desired trait is a crucial step towards a more realistic and effective hiring process. This approach involves:

1. Prioritizing Key Qualities: Identify core qualities and skills that are non-negotiable for the role. These should align with the organization’s current needs and strategic goals.
2. Valuing Diversity of Experience: Consider candidates with diverse backgrounds and experiences. Sometimes, the most innovative solutions come from those with a fresh perspective.
3. Fostering Internal Talent: Encourage and develop internal candidates. Those already within the organization may possess a deep understanding of its culture and challenges, which can be invaluable in a leadership role.
4. Embracing Imperfection: Acknowledge that every candidate will have areas for growth. Focus on their potential. See their willingness to learn and adapt as strengths.

As we pursue extraordinary leaders, nonprofits should expand their vision of finding a single unicorn and be open to a more realistic approach to hiring that offers a 360-degree view of candidates’ strengths and weaknesses and how they fit with the broader team. By prioritizing key qualities, valuing diverse experiences, fostering internal talent, and embracing imperfection, organizations can find strong leaders who are truly suited to guide them forward. These real-life “unicorns” may not have a magical horn, but they possess the qualities that can ensure impactful and sustainable leadership.

At The Moran Company, we believe in moving beyond the unicorn mindset to uncover the strongest slate of candidates for your organization. Our recruiters pride themselves on meticulously searching, analyzing, and uncovering the hidden gems that can lead your nonprofit to new heights. If your nonprofit organization or association is preparing for an important quest to find its next leader or senior-level fundraising professional, contact us today for a free 30-minute consultation.

By Brandi Fisher, MPA
Senior Search Consultant
The Moran Company
“We Find Great Nonprofit Leaders”