Finding the Right Leader: A Thoughtful Approach to Executive Search
Hiring a new CEO or Executive Director is one of the most important decisions a board will ever make. The right leader can help your organization flourish, while the wrong fit can set you back significantly. That’s why a structured, intentional process matters so much in executive search.
Too often, boards want to jump straight to looking at résumés. But the truth is, success starts well before candidates enter the picture. A strong search process isn’t just about finding a person—it’s about aligning leadership needs, organizational culture, and future vision. Our proven three-phase approach is based on the model developed by Gary Romano in Lean Recruitment: Finding Better Talent Faster -- a model that has been used worldwide.
Phase 1: DEFINE – Establishing the Foundation
Every successful search begins with clarity. Before you even write a job description, the board needs to step back and ask: What kind of leader do we need for where we are—and where we’re going?
This stage is all about building that foundation. The search committee meets with key stakeholders—board members, staff, community partners—to really understand organizational goals and leadership competencies. From these conversations comes a Position Announcement: a clear picture of the qualifications, skills, and characteristics you’re seeking in the next leader.
Equally important is developing a candidate scorecard. This tool allows the search committee to evaluate applicants consistently and fairly, avoiding bias and ensuring everyone is measured against the same criteria.
Another critical step is transparency. A search process only works when everyone knows their role and how communication will flow. Establishing a timeline, roles, and protocols at the beginning creates trust and reduces confusion. Boards also need to think carefully about the role of the outgoing executive—how and when they’ll be involved, and how to manage the transition respectfully.
Finally, don’t underestimate communication. Creating a plan to keep staff, board, and key partners appropriately informed avoids rumors and builds confidence in the process.
By the end of this phase, you have more than a job posting—you have a roadmap for a successful search.
Phase 2: DISCOVER – Sourcing and Screening Talent
Once the foundation is set, the real search begins. But here’s the key: don’t just wait for résumés to roll in. The best nonprofit leaders often aren’t actively job-hunting, so sourcing requires intentional outreach. That might mean tapping networks, connecting with affinity groups to ensure diversity, and working with your staff and board to identify promising candidates.
Structured interviews are a big part of this phase. Rather than each committee member “winging it,” a candidate interview guide helps ensure that every applicant is asked consistent, mission-aligned questions. This not only creates a fairer process but also makes it easier to compare candidates.
As the pool narrows, the search committee receives a shortlist of finalists, complete with summarized assessments. At this point, reference checks, academic verification, and even a scan of social media presence help confirm that what you see on paper matches reality.
This phase is where the committee starts to see real possibilities—and where the groundwork from Phase 1 pays off. Because you already know what you’re looking for, you can better recognize it when you see it.
Phase 3: DECIDE – Selecting and Supporting the New CEO
The final stage is about more than making a decision—it’s about making the right decision and setting your new leader up for success.
The board’s role is to weigh the evidence, conduct thoughtful finalist interviews, and ultimately come to consensus on the candidate who best aligns with the leadership profile and organizational vision. This isn’t just about who looks good on paper—it’s about who fits your culture and can help carry your mission forward.
Once the offer is made, the search doesn’t end. Supporting the transition is just as important as the hiring decision. A thoughtful onboarding plan, clarity around board-staff roles, and regular check-ins during the first year all help ensure your new executive feels supported and can hit the ground running.
Why We Rely on This Approach
By taking the time to define, discover, and decide, boards not only find the right leader but also build confidence among staff, stakeholders, and the community.
Hiring a nonprofit CEO is about more than filling a position. It’s about choosing the person who will inspire, guide, and steward your mission into the future. And that deserves nothing less than a thoughtful, intentional process.
