Considering Doing an Executive Search on Your Own?

If so, there’s a lot to consider before you begin—and you may want to reconsider. Obviously, we have bias in our answer as an executive search consulting firm. But I also have a broad base of experience to back up that bias: I’ve conducted searches for foundation CEOs and nonprofit EDs for over twenty years.

Here are some questions to ask before embarking on an executive search on your own.

Do you have the bandwidth? Who on your board has 40-50 hours free over the next few months to respond to candidates on a timely basis? Failing to follow up with candidates means that you might lose them—they don’t feel wanted and drop out of the process.

Are you thinking that you and your departing ED/CEO know the perfect person to take the job? You might… but what if the perfect person isn’t eager to accept?  Or wants a higher salary? Or can’t leave their current job until 2028?

What will you do if you post the job and receive 400 resumes?  What if you receive only four? It may sound like a good problem to get so many resumes, but it is quite time-consuming to wade through them. If you receive too few, how will you drum up more?

Experienced search consultants also confront constructively the following questions:

• How will you deal with one—or more—internal candidates while exploring external candidates simultaneously?
• Do you have a market-based view of the salary needed to attract your next leader?
• Do you have a research-based awareness of how external candidates view your organization?
• Do you expect your departing leader or a current staffer to handle the search in addition to—or at the expense of—other important work?

Fortunately, search consultants face these problems daily and find solutions.

Many nonprofits fear the price tag of a professionally executed search—and that is a reasonable concern, but it is one worth researching before striking out on your own. Some search firms may offer some flexibility or payment schedules that will work for your organization. And, like the fire insurance you hope never to need, most search firms offer a replacement guarantee should the hired executive need to leave—whether for personal reasons or at your behest—before their first year ends.  Spending $55,000 to find a leader who spends the next ten years transforming your organization may be the best investment—and biggest bargain—around.

If you’re interested in an executive search partner to help you with your next hire, reach out to DRG Talent or email us at info@drgconsulting.com to get started.