Candidate Search for Organizations
Just like each organization is unique, each leadership transition presents its own challenges and opportunities. To best serve my clients I offer highly customizable services that reflect the reality of where you are. Centered on advancing racial equity, promoting greater diversity and representation, and inclusive of all voices, my approach to recruiting is a demonstration of my own personal values and a combination of industry best practices and professional experience.
PHASE
ONE
This phase of the search process is devoted to gaining a better understanding of the challenges and opportunities ahead for your organization, the core competencies required to successfully navigate that future, and how best to complement the talents and perspectives already present internally. This includes 1:1 interviews with key internal and external stakeholders as well as survey tools to allow for more participation. The culmination of this phase will be the creation of a position description, advertising strategy, and a network map.
PHASE
TWO
The second phase is focused on vetting candidates who have formally expressed their interest and, more importantly, identifying potential candidates and inviting them into confidential conversation to learn more about this leadership opportunity.
This includes reaching out to key partners and leaders in the sector to solicit advice and seek nominations of prospective candidates, particularly women and BIPOC leaders who are less likely to apply directly because of white-dominant culture and the nonprofit sector’s lack of diversity in senior leadership roles. Both the active candidate cultivation and vetting are done with a commitment to transparency, candor, and inclusion and informed by learnings during phase one.
Phase two also includes weekly update reports, including preliminary candidate profiles for real-time calibration and presentation of high potential candidates to be considered for interviews. The result of this phase will be a slate of qualified and diverse candidates to choose from for interviews.
PHASE
THREE
The final phase begins with the candidate presentation and selection process where the hiring manager or search committee will receive a slate of qualified and mission aligned candidates to select from for interviews. I then work with you to craft intentional and experience-based interview questions and coach panel members on how to get the most out of their time with candidates so that whoever makes the final decision has as much information and perspectives as possible. This phase may also includes references on all finalists and background checks if required.