You Know You’re Ready for an Executive Search If…

by Jessica Hammerman , Managing Director, Search

Our clients are often eager to get started on a search—they sign a contract with us, only to realize that they missed some key preparation and must delay their start. If you have an executive search on the horizon, here’s what you should be thinking about now.

Know Your Organizational Bylaws: Every nonprofit organization has a set of bylaws that outline how the organization is meant to run. Guidelines for electing executives are part of most organizational bylaws and are important to understand, as this will dictate the role and process that must be followed by the search committee and the broader Board of Directors for the search.

Identify a Search Committee: Organizational bylaws will generally specify the appointment of a search committee, which is commonly comprised of board members when it is an ED/CEO search. The search committee’s goal is to facilitate a comprehensive and unbiased search that culminates in the recommendation of a finalist candidate or set of finalists to the full board for approval. Consider forming a committee of around 5-7 people that represent diverse backgrounds and perspectives.

Develop a Communications Plan: This plan should include both an internal and external procedure for communicating the transition. Often, when organizations approach a search firm like DRG, the transition news is not yet public—and that’s perfectly OK. However, we recommend that the organization has begun, or is ready, to develop a plan for how and when the news will be shared both with the team and the broader community. If relevant, a customized communication plan to key stakeholders and donors is advised.

Determine the Salary: Before embarking on a search, alignment on the organization’s budget and salary range for the position is critical. Including a salary range on a job description is now required in many states and a key data point for candidates in determining if the position aligns with their compensation expectations. Punting on salary conversations or waiting to see candidates’ expectations can lead to wasting time with candidates who, at the end of the day, have a desired salary that the organization cannot accommodate.

Align on a Profile: Reflect on where the organization has been, where it is today, and where it is heading. What type of leader is needed to get the organization there? Perhaps it’s a clone of the outgoing leader—or perhaps someone wholly different. Thoughtful, and sometimes tough, conversations with the board and the broader community are needed to form an understanding of your next leader’s ideal profile.

Whether you plan to partner with a search firm or will be leading your search independently, it’s critical to begin considering these pieces—this will grant you clarity on the search’s process and parameters before you begin connecting with candidates. Please be in touch if DRG can support you at all on your search journey.

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