- Create a realistic transition timeline.
- Consult around impact on donors, program partners and other constituents throughout the transition.
- Create and finalize the new position profile.
- Develop an "invitation to apply" letter to come from the search committee
chair as an introduction to the position profile.
- Apply industry trends and research to refine the focus of the search.
- Position vacancy awareness and coordinate all related distribution and marketing.
- Perform preliminary candidate screening, review and presentation.
- Coordinate interviews with all finalist candidates.
- Work with the search committee on the format of the interviews and help determine an appropriate location for them.
- Provide a draft list of questions to ask candidates that combines our experience doing this work with the specific inquiries that need to be made on behalf of our client(s).
- Facilitate the interviews as well as the committee debriefings of each individual
candidate and the final debriefing post-interviews.
- Conduct an informal inquiry into any potentially embarrassing or awkward aspects of a particular candidate that have comes to light during the course of the process outlined in this proposal.
- Assist the committee with compensation and/or relocation discussions.
- Handle communication with, and the rejection of, candidates in a timely and politically-wise and sensitive manner.
- Recommend a plan for introducing and providing visibility for the new executive to impact the greatest future success for your organization.
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