Thinking About an Executive Search? Here's What to Expect
Jane Austen probably once said: “It is a truth universally acknowledged, that a nonprofit board in possession of a good mission, must be in want of an Executive Director.”
Sometimes the transition is planned.
Sometimes it’s sudden.
Sometimes the organization has simply reached a point where new leadership is needed.
Whatever the reason, executive search can feel a little mysterious if you’ve never been through it before.
Boards often ask questions like:
How does this process actually work?
How long will it take?
And what exactly are we supposed to be doing?
If that’s where you find yourself right now, I cordially invite you to take a deep breath.
Executive search isn’t magic. It’s simply a structured process designed to help your organization identify, evaluate, and ultimately hire the leader who will guide its next chapter.
Here’s what that process typically looks like.
First: Clarifying the Role
Most searches begin with the job description.
But here’s something that surprises a lot of boards:
The job description you start with may not be the job description you end with.
Leadership transitions are a natural moment to pause and ask some important questions:
What does the organization need from its next leader?
What priorities will shape the next several years?
What strengths already exist on the team?
Sometimes the answers lead to small refinements in the role. Sometimes they lead to bigger adjustments in the scope or title of the position.
That’s not a problem. It’s actually the point.
A thoughtful search process helps ensure that you’re recruiting for the leadership your organization needs now…not the leadership you needed ten years ago.
Next: Building a Search Plan
Once the role is clear, the next step is developing a plan for the search itself
This includes identifying where the opportunity will be shared, how candidates will be sourced, and how the process will move forward.
Most organizations want two things from a search:
Speed.
And quality.
A clear search plan helps balance both.
Then: Finding Candidates
Here’s another thing that sometimes surprises boards.
Executive search is not just about posting a job and waiting patiently for applications.
A lot of candidates do apply through job postings. But many strong candidates are identified through professional networks, referrals, and targeted outreach.
In other words, a search doesn’t just wait for candidates to appear.
It actively looks for them.
A clear, mission-forward job announcement also plays a key role here. It ensures the opportunity resonates with people who are both qualified and genuinely excited about the organization’s work.
Narrowing the Field
As applications come in, they’re typically reviewed on a rolling basis.
Initial conversations help determine whether candidates meet key qualifications and whether the role feels like a good match.
These conversations explore things like:
Relevant professional experience
Leadership and supervisory capacity
Familiarity with the organization’s field
Availability and interest in the role
Overall fit with the organization’s culture
From there, a smaller group of candidates move forward.
Creating a Shortlist
Many boards assume they’ll review every application that comes in.
In practice, that’s rarely the best use of board time.
Instead, the board typically receives a shortlist of candidates who have already been carefully screened.
Candidate materials and screening summaries help board members understand each person’s experience, strengths, and potential fit with the organization.
From there, the board leads the next stage of interviews and evaluation.
Final Interviews and References
Finalists usually participate in additional interviews and site visits with board members and staff.
Reference checks are conducted for final candidates to provide additional insight into leadership style, professional strengths, and opportunities for growth.
All of this information helps the board make a thoughtful and well-informed decision.
A Final Thought
Executive search is about more than filling a position.
It’s an opportunity to think about the future of the organization.
What leadership will help move the mission forward?
What skills will matter most in the years ahead?
When boards approach the process thoughtfully, executive search becomes more than a hiring exercise.
It becomes a chance to set the organization up for its next chapter.
Facing a leadership transition? Let’s talk about what a thoughtful search process could look like for you.