Hiring Nonprofit Executives: How an Executive Recruiting Firm Ensures a Successful Search

Building a successful nonprofit requires strong leadership to run the organization. Finding mission-driven leaders with the right mix of skills and experience is no small task, and running a search can be time-consuming. This is especially true for volunteer Board members who must spend time coordinating the process while also working their “day jobs.”

To assist with the process, most nonprofit organizations engage executive search firms when beginning a search for their next executive.

If you’re a board member of a nonprofit, here’s what you should consider when thinking about working with an executive search firm to find your next nonprofit leader.

Forming a Search Committee

Forming a well-rounded Search Committee is a best practice that an executive search firm can assist with. A Search Committee ensures all stakeholders are represented when determining job scope, evaluating candidates, and selecting finalists, increasing the likelihood of a successful executive search.

When building the Search Committee, your organization should consider including a diverse representation of board members, staff, donors and others with close ties to the organization. Involving a variety of stakeholders assures those not part of the search process that their voices are being heard and their interests are accurately represented by the Search Committee.

Selecting a leader or Search Chair is another critical component of forming the Search Committee. The Search Chair typically serves on the Board and is patient, an influencer and a strong communicator who is able to command the respect of the rest of the Board (and vice versa).

The Search Chair must also have time to dedicate to the search and often works closely with the executive recruiting firm.

Aligning the Candidate Profile

Deciding on the overall profile of an ideal candidate can be one of the most challenging steps in conducting a nonprofit executive search. Search Committee members often provide varying, and sometimes contrasting, input about how a candidate will be successful.

An executive search firm is an independent voice of reason and should be skilled in facilitating a productive discussion among the Search Committee members.

As an objective third-party, the firm helps your organization identify the skills, experience and culture fit needed without having any bias.

180one has found that distributing a Candidate Profile document that captures the Search Committee’s discussion and summarizes the traits and skills needed for success is the most effective way to align the Committee members and move toward a common goal. The Search Committee reviews this document, provides edits and agrees upon it before the search continues.

Although there may be many varied opinions, we often recognize common themes.The Candidate Profile approach forms a consensus among the Search Committee members and avoids any misunderstanding or confusion later in the search.

Identifying Candidates

The value of working with an executive search firm is most clear when the time comes to source candidates for the position. Unfortunately, not all executive search firms provide the same level of value.

When evaluating a recruiting firm, make sure you understand the techniques the firm uses to identify and recruit candidates. And their approach should be carefully vetted. Some firms, for example, rely too heavily on the traditional job posting approach, which provides access to only those candidates currently in a job search. This approach represents a very small percentage of the viable talent pool.

A firm that is more active and current in its sourcing process can provide much more value. Look for firms that target specific organizations and professionals within those organizations, generating a more tailored pool of candidates who meet the skills outlined in the Candidate Profile.

For example, during a recent nonprofit executive search conducted by 180one, we targeted other nonprofit organizations similar in complexity to our client’s organization as well as those with a similar structure in the for-profit sector.

Our approach yielded a much larger qualified candidate list than if we had only targeted local nonprofits, resulting in the selection of a candidate who came from a for-profit organization with a reputation for being mission-focused.

Coordinating the Interview Process

The Interview Phase is one of the most important stages in a nonprofit executive search, both for your organization and for the candidates.

An executive search firm should provide guidance to the Search Committee with regards to the size of the interview team and the appropriate format for the interview process. Search Committees are often large, so 180one recommends that a Search Committee select no more than 3 members to conduct initial interviews, which keeps the interview team consistent and continues the search’s progress.

The proper interview format depends on a number of factors, and an executive search firm can help you determine whether to conduct formal, panel or one-on-one interviews, as well as provide recommendations on interview questions.

Interviews are as much for the candidate as they are for your organization, so it’s important to facilitate the best experience for everyone involved.

Selecting the Final Candidate

Executive recruiters provide additional expertise when it comes to selecting finalists, negotiating offers and onboarding at the conclusion of a nonprofit executive search.

During the Selection Process, the Search Committee reviews the top candidates, votes on recommendations for the finalist and submits that recommendation to the Board. An executive search firm manages this process by helping to develop a voting system and troubleshooting any potential roadblocks that may stand in the way of a successful selection.

Based on our experience facilitating the Selection Process, 180one advises that the Search Committee ranks the finalists and discusses if anyone besides the number-one candidate could be a viable option for leading your organization. We recommend this in case the Board does not approve the Search Committee’s nomination or the top candidate rejects the offer.

Knowing your “back-up” candidates ahead of time allows your organization to maintain the efficiency and momentum of the process and avoids having to restart the search.

Conclusion

Recruiting executive leadership for your nonprofit can be challenging, but finding the right leaders can have a significant impact on your organization and the nonprofit sector in your community.

Enlisting an executive recruiting firm like 180one to run your search is a smart and efficient way to ensure you find the best candidate to lead your organization.

Here’s what you need to remember:

Form a Search Committee - An executive search firm will help your organization form a well-rounded Search Committee that will include the diverse voice, opinions and perspectives of your nonprofit.
Create a Candidate Profile - A Candidate Profile is a powerful tool to align the vision of Search Committee members and maintain focus throughout the search.
Identify the Candidates - An executive search firm should go beyond traditional search methods, identifying target organizations and networks to find your ideal candidates in.
Conduct the Interviews - A search firm will advise your nonprofit on how to conduct interviews that serve both your Search Committee and your top candidates.
Select a Final Candidate - When reviewing your top candidates, make sure to identify a potential back-up choice, in case the top candidate is not approved by the Board.

If you’d like to learn more about how 180one can help with your nonprofit executive search, contact us or learn more about our how our targeted recruiting process might be a fit for your organization.

Photo Credits: Playing Futures, Caitlin Childs,Shutterstock, Texas A&M University

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New Opportunity: Sales Leader

By Effie Zimmerman • February 17, 2026

Sales Leader ABOUT THE COMPANY Organically Grown Company (“OGC” or the “Company”) is a leading organic produce distributor in the Pacific Northwest, committed to connecting growers, retailers, and consumers through a transparent, sustainable supply chain. As a mission-driven organization, OGC has built its reputation on deep grower partnerships, operational excellence, and an unwavering commitment to organic integrity. The Sales Leader will play a critical role in driving revenue growth, strengthening customer relationships, and leading a high-performing sales organization aligned with OGC’s values, strategic priorities, and long-term vision. ABOUT THE POSITION Reporting to the VP of Sales & Sourcing, this Sales Leader is responsible for and focused on ensuring the highest service levels for our customers. They are focused on leadership of the sales team, ensuring development, performance, morale, and retention. They provide primary leadership over product, pricing, actionable analytics, and promotions as main strategies to manage inventory and drive sales and profit. DUTIES & RESPONSIBILITIES Leading & Supervisory: Promote the development of flexible, adaptive, and innovative processes for use in new business growth by supporting and enabling an effective and efficient team approach. Provide leadership of the day-to-day operations of the sales department, while maintaining focus on the Company’s strategic goals. Promote safety, development, training, and evaluation of all sales team members. Collaborate organization-wide to support or lead projects and initiatives, facilitate process change, manage organizational change, and ensure success. Ensure proactive and effective collaboration and communication with all other departments for greater efficiency in support of service goals. Ensure proper levels of people growth and succession planning are in place and actively updated and refreshed. Foster a culture of belonging where people feel engaged and inspired. Support OGC sustainability goals and actively work to reduce environmental impact. Nurture, support, and promote the Company Mission, Values & Vision, and Brand. Exemplify OGC values: Cultivate Connection, Win on Service, Build Trust, and Move with Intention. Sales & Service: Develop and implement sales strategies, using analytics to set sales targets and provide guidance on associated sales actions, and forecast sales volume for both existing and new products. Develop and maintain a historical perspective on the marketplace to analyze and predict future trends and needs. Maintain familiarity with competitors’ products and services. Recommend changes in products, services, and sales policies by evaluating results and competitive developments. Stay current with new products and services offered by competitors, and with other trends in the organic produce industry. Develop and implement account management objectives, including key service metrics. Manage the negotiation of products with customers based on margin goals, which may include providing volume discounts or other agreements. Partner with the business development team to create onboarding plans for new business/new partnerships and grow existing accounts. Develop and sustain a sales culture of service & customer value creation. Develop and coordinate programs and processes for industry-leading customer service and sales to increase customer satisfaction, as measured with a trade survey annually. Work closely with Sourcing leadership to align demand planning and inventory strategies with sales growth. Responsible for developing and maintaining customer, grower, and vendor relationships. Travel as needed to meet with customers, attend and host at industry events, and nurture relationships. Analyze lead quality and sales trends to continually refine outreach strategies. Planning and Budgeting: Own budgeting, forecasting, and sales planning for the team. Manage the operational budget through a collaborative approach. Measure sales activities by developing key sales metrics, and ensure that these metrics are analyzed, reported on a regular basis, and adjusted accordingly to achieve OGC sales goals and objectives. Set departmental objectives and goals to align with OGC’s strategic plan, annual goals, and company initiatives. Provide strategic leadership for the future direction of the OGC Sales team in support of the OGC strategic plan and growth initiatives. QUALIFICATIONS 10+ years of progressive & successful sales experience, with at least 5+ years managing and coaching sales teams to meet and exceed sales goals. Preference for a deep understanding of the produce industry, including supply chain logistics, product characteristics, and quality control. Strategic planning and pricing experience. Strong knowledge of the channels of distribution of perishable products or related industries. Exceptional presentation, written and oral communication skills. Experience in fiscal management, including P&L’s, budgets, projections, cost control skills, and a proven track record of revenue generation and strong customer relationships. Excellent management and organizational skills with the ability to prioritize and manage multiple projects concurrently. Interested in Learning More? 180one has been retained by OGC to manage this search. If interested in learning more about the opportunity, please contact Lisa Heffernan / 971.256.3076/ lisa@180one.com .

180one's Year in Review: 2025

By Effie Zimmerman • February 11, 2026

Each year, 180one presents our Year in Review, sharing our insights into the overall executive talent market and recapping the work we performed on behalf of our clients throughout the year. To explore what we saw in years’ past, check out the Year in Review section of The Water Cooler.

New Opportunity: Corporate Controller

By Effie Zimmerman • February 6, 2026

Corporate Controller ABOUT THE COMPANY In 2024, Northwest Pump celebrated its 65th year of service. Since our founding, we’ve grown from humble beginnings into a trusted name in the petroleum and industrial industry. Through the decades, our commitment to quality, integrity and our valued customers has remained the foundation of everything we do. Northwest Pump provides a wide range of distribution and service capabilities to fueling and industrial customers across the Western United States. The Company’s 350 employees serve nearly 6,000 customers across its growing 20 branch locations. Northwest Pump’s people-first culture is highly regarded for providing a broad product portfolio, consultative services, and leading fill rates. In late 2024, NW Pump joined forces with H.I.G. Capital to bring you even better support and customer service. H.I.G. is a global alternative investment firm with $66 billion of capital under management. This acquisition not only validates the company’s strength but also reflects its continued potential for growth under new ownership. ABOUT THE POSITION Reporting directly to the CFO, the Corporate Controller will lead the accounting function, playing a critical role in ensuring financial accuracy, operational discipline, and scalable processes to support growth and value creation. This role partners closely with executive leadership and ownership, delivering timely, GAAP-compliant financial reporting while strengthening internal controls and upgrading systems and processes. The Controller will oversee all accounting operations, including monthly close, financial reporting, inventory accounting, and compliance, while building a high-performing team capable of supporting a complex, multi-location distribution environment. This position is highly hands-on and well-suited for a leader who thrives in a fast-paced, results-driven setting and is comfortable driving change. DUTIES & RESPONSIBILITIES Own the monthly, quarterly, and annual close processes, ensuring accurate and timely financial statements in accordance with US GAAP. Lead all core accounting functions, including general ledger, accounts payable, accounts receivable, fixed assets, inventory, and revenue recognition. Support mergers and acquisitions by participating in financial due diligence and assisting with the post-close integration of accounting policies, controls, reporting processes, and financial systems. Oversee inventory accounting across a multi-branch distribution footprint, including costing, reserves, and cycle count processes. Design, implement, and maintain strong internal controls and accounting policies appropriate for a PE-backed environment. Serve as the primary point of contact for external auditors, tax advisors, and other third-party providers. Partner with FP&A, operations, and leadership to provide financial insights that support margin improvement, working capital optimization, and growth initiatives. Support ERP optimization, systems integrations, and process improvements as the business scales organically and through acquisitions. Prepare reporting and analysis for executive leadership and ownership, including ad hoc requests. Recruit, develop, and mentor an accounting team, establishing clear accountability and a culture of continuous improvement. QUALIFICATIONS Bachelor’s degree in Accounting, Finance, or related field; CPA preferred. 10+ years of progressive accounting experience, including prior controller or assistant controller experience. Public accounting experience is preferred. CPA required. Strong knowledge of US GAAP and financial reporting. Experience in manufacturing or industrial services business preferred. Demonstrated experience in modernizing accounting processes and systems. Hands-on leadership style with the ability to balance detail orientation and big-picture thinking. ERP system experience and a track record of process improvement. Strong communication skills with the ability to partner effectively across finance and operations. Interested in Learning More? 180one has been retained by Northwest Pump to manage this search. If interested in learning more about the opportunity, please contact Nicole Brady at 503-699-0184 or via email at nicole@180one.com .