Steps in the Search Process

  1. Create a realistic transition timeline.
  2. Provide consultation regarding impact on donors, program partners and other constituents throughout the transition.
  3. Create and finalize the new position profile.
  4. Develop an "invitation to apply" letter to come from the search committee chair as an introduction to the position profile.
  5. Apply industry trends and research to refine the focus of the search.
  6. Position vacancy awareness and coordinate all related distribution and marketing.
  7. Perform preliminary candidate screening, review and presentation.
  8. Coordinate interviews with all finalist candidates.
  9. Work with the search committee on the format of the interviews and help determine an appropriate location for them.
  10. 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).
  11. Facilitate the interviews as well as the committee debriefings of each individual candidate and the final debriefing post-interviews.
  12. Conduct an informal inquiry into any potentially embarrassing or awkward aspects of a particular candidate that have come to light during the course of the process outlined in this proposal.
  13. Assist the committee with compensation and/or relocation discussions.
  14. Handle communication with, and the rejection of, candidates in a timely and politically-wise and sensitive manner.
  15. Recommend a plan for introducing and providing visibility for the new executive to impact the greatest future success for your organization.