Building on our deep experience in strategy, governance, and organizational development, we now help mission-driven organizations find the leadership talent they need to thrive.
Non-profits drive change, strengthen communities, and move society forward. They deserve leadership that matches the scale of their vision.
Our recruitment practice is purpose-built to help organizations identify, attract, and support outstanding leaders who embody their values and accelerate their impact.
Whether you’re growing, transitioning, or preparing for the future, we’re here to help you find the leadership your mission deserves.
The Challenge We Help You Overcome
Small and mid size nonprofits need senior leaders who can run day to day operations,advance strategy, steward funding and embody the organization in the community. Boards often lack time sector networks or recruiting expertise and they rarely have a reliable way to orient a new leader. The result is long vacancies, costly mis-hires, weak stakeholder relations and lost momentum.
Our Approach
We act as a hands-on, strategic partner to your board.
Together, we:
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Clarify the role, responsibilities, and outcomes that matter most
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Build a clear skills and leadership matrix aligned with your mission
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Run a targeted search across nonprofit networks and passive candidate pools
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Screen, score, and vet candidates through a structured, transparent process
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Present a focused, high-quality shortlist—not an overwhelming stack of résumés
We support interviews, negotiate terms, and deliver the employment agreement, backed by a 90-day replacement guarantee.
Then we walk the journey with you: we design the onboarding plan, introduce the new leader to key stakeholders, set early 90 day objectives and deliver a focused orientation that uses our strengths in communications, advocacy and fundraising to accelerate the role alignment.
What happens after you go through the program?
You get a leader who fits the job and the mission, clear performance expectations and a structured onboarding.
The new ED/CEO arrives with an orientation plan, stakeholder introductions, an early priorities roadmap and communications guidance.
The organization stabilizes operations, strengthens funder and partner relationships and gains momentum on strategic priorities. The board leaves with a documented record of the search that supports future succession planning.
Book an intake meeting with our recruitment team
We’ll review objectives, propose a workplan and fixed fee and start the search. Typical engagements run run 12 to 16 weeks and include role definition, job posting, targeted outreach, the candidate matrix shortlist, interview support, reference checks, the employment agreement review and onboarding and orientation support plus a 90 day replacement guarantee.