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.

Searching for candidates

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

Signing paperwork

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

Candidate waiting room

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

Committee at table

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

New Opportunity: Chief Operations Officer

By Effie Zimmerman • August 13, 2026
Chief Operations Officer ABOUT THE COMPANY STUDSON is a fast-growing safety technology company based in Sherwood, Oregon, redefining industrial head protection. Founded in 2019, the company designs premium Type II safety helmets that incorporate advanced impact protection technology commonly found in sports helmets, helping construction and industrial workers get home safely every day. Driven by innovation and a strong mission, STUDSON is challenging a century of conventional hard hat design and is quickly becoming a recognized leader in the industrial safety market. ABOUT THE ROLE STUDSON is transforming industrial head protection through innovative technology, premium product design, and an uncompromising commitment to worker safety. Having established a strong market position and a solid operational foundation, the company is entering its next phase of growth. To support that growth, STUDSON is seeking a Chief Operating Officer to build the organizational operating system that will enable the business to scale while preserving the speed, innovation, and entrepreneurial culture that define the company today. Reporting directly to the Founder & CEO, the COO will be responsible for translating strategy into disciplined execution across the organization. While overseeing the company's operational functions—including supply chain, sourcing, planning, customer success, and quality —the primary mandate is broader: to create alignment, accountability, and repeatable processes that allow the organization to execute consistently as it grows. This executive will partner closely with every functional leader to improve cross-functional collaboration, strengthen decision-making, and establish operational processes that allow the business to move faster with greater clarity. Success will not be measured by maintaining operations, but by building an organization capable of scaling efficiently while delivering exceptional customer and financial outcomes. The ideal candidate is an experienced operator who has helped high-growth companies evolve from entrepreneurial organizations into disciplined, process-driven businesses without sacrificing agility or innovation. Essential Duties and Responsibilities Organizational Leadership & Operating Excellence Partner with the CEO to translate strategic priorities into company-wide execution plans. Design and implement a scalable business operating system that establishes standard work, management routines, visual performance management, and continuous improvement practices across the organization. Champion a culture of continuous improvement, equipping leaders with practical problem-solving methodologies that eliminate waste, improve execution, and increase organizational agility. Lead cross-functional process improvement initiatives that simplify workflows, reduce complexity, and improve quality, speed, and customer outcomes. Build management processes that improve alignment, accountability, communication, and execution across all functions. Develop an organization capable of scaling efficiently without creating unnecessary bureaucracy. Process Improvement & Business Scalability Lead the continuous evolution of business processes across the organization, leveraging existing technology platforms to improve execution rather than adding complexity. Standardize workflows where appropriate while preserving flexibility and entrepreneurial speed. Identify operational bottlenecks and implement practical solutions that improve throughput, responsiveness, and organizational effectiveness. Foster a culture of continuous improvement, disciplined execution, and data-informed decision-making. Supply Chain & Operational Performance Lead the end-to-end supply chain, including procurement, manufacturing partners, inventory planning, logistics, fulfillment, and customer success. Ensure operational capabilities support both current growth and future product expansion. Strengthen forecasting, inventory management, and S&OP disciplines to improve service levels while optimizing working capital. Build resilient supplier relationships and continuously improve quality, delivery, and cost performance. Cross-Functional Execution Partner with Product Development to ensure successful commercialization of new products. Collaborate with Sales and Marketing to improve demand planning, product availability, and customer responsiveness. Work closely with Finance to improve forecasting accuracy, margin performance, and operational planning. Support Human Resources in developing organizational capability, leadership effectiveness, and performance management. Business Performance Develop meaningful KPI’s and operational scorecards that provide visibility into company performance. Improve operational efficiency, gross margin, inventory productivity, customer satisfaction, and organizational responsiveness. Balance growth, profitability, and operational risk while maintaining STUDSON's commitment to quality and customer experience. People & Culture Build and develop a high-performing operational team grounded in accountability, collaboration, and continuous improvement. Create clarity around expectations, priorities, and decision rights throughout the organization. Help preserve STUDSON's entrepreneurial culture while introducing the operational discipline required for continued growth. IDEAL CANDIDATE Fifteen or more years of progressive leadership experience in operations, supply chain, or general management within a high-growth manufacturing organization. Demonstrated experience implementing or leading a business operating system such as Lean, the Toyota Production System, or a comparable continuous improvement framework that improved organizational performance and scalability. Strong understanding of operational excellence principles, including process mapping, root cause analysis, visual management, standard work, and KPI-driven performance management. Proven ability to build continuous improvement capabilities within leadership teams by coaching managers to solve problems systematically and sustain operational gains. Experience leading cross-functional business transformation rather than simply managing functional operations. Strong understanding of supply chain, sourcing, manufacturing, inventory planning, and customer operations. Proven ability to leverage an ERP and business systems to improve execution, reporting, and decision-making. Strong financial acumen with experience improving margins, working capital, and operational performance. Exceptional leadership presence with the ability to influence across functions and levels. Comfortable operating in an entrepreneurial, founder-led environment where adaptability, humility, and hands-on leadership are essential. Interested in Learning More? 180one has been retained by STUDSON to manage this search. If interested in learning more about the opportunity, please contact Tom Haley / 503.334.1350/ tom@180one.com .

New Opportunity: Director, Operations and Supply Chain

By Effie Zimmerman • August 7, 2026
Director, Operations and Supply Chain ABOUT THE COMPANY Warn Automotive (Warn Auto) is a world leader in driveline disconnect technology. Their heritage comes from making WWII surplus Jeeps easier to drive on the road with the first unlocking hubs. They continue today by making disconnects for cars, trucks, and SUVs around the world. These trusted technologies come from years of innovation and listening to customer needs. Warn Auto designs, tests, and manufactures best-in-class products and solutions focusing on our customers’ productivity, efficiency, and profitability. To do that, their teams collaborate worldwide to share knowledge, research, and resources, which have kept them strong and stable since 1925. Warn Auto is a Vehicle Service Group (VSG) company that is part of Dover Corporation ’s Engineered Products segment and is the holding company for some of the most trusted names in the vehicle service industry. ABOUT THE ROLE The Director of Operations & Supply Chain is responsible for leading all manufacturing, logistics, and supply chain functions for the Warn Auto business. This role drives operational performance, profitability, quality, and on-time delivery while fostering a culture of safety, continuous improvement, and employee development. Working closely with Dover and Vehicle Service Group leadership, the incumbent develops and executes operational strategies, leverages enterprise resources, and aligns teams, metrics, and processes to achieve business objectives and support long-term growth. KEY Responsibilities Oversee and direct overall production, including efficient use of equipment, materials, and personnel required to produce Tier 1 automotive products. As well as ensuring outgoing quality, safety, and compliance with customer, state, and federal regulations. Direct team of planning, purchasing, and shipping/ receiving personnel to stated strategy, goals, and objectives set forth by the organization. Ensure team is engaged and collaborating across all responsibilities. Including production planning, inventory control, purchasing, receiving, warehousing, and product shipping. Develops and implements policies and procedures, formulating manufacturing operations strategies, building and mentoring manufacturing employees, and driving business results. This includes ensuring quality equipment, materials and production standards, overseeing and maintaining manufacturing budgets and staffing to manufacture quality products that meet customer expectations in the most cost-effective manner. Partners with the executive team in developing business strategy and operating plans. Including leading the creation and implementation of tactical plans to achieve Strategy. Extending to production team leaders and team members through communications tactics, goal alignment, and performance management. Partners with key stakeholders to ensure Continuous Improvement and provide visible support and leadership for Lean initiatives. Drive continuous improvement projects such as lean, 5S, and visualization throughout the Warn Auto operations organization. Review and develop a strategic supply base in collaboration with quality, engineering functions, and the Dover Asia Pacific Office. Drive customer requirements and automotive standards to all suppliers with a focus on clarity and understanding. Including negotiation, review, and management of contracts for all procured goods, services, and capital equipment globally. Develop plans and lead critical supplier negotiations to ensure competitive pricing and terms aligned to strategic goals, automotive requirements, and customer expectations. Including assignment of resources (Dover Sourcing, VSG, APO, 3rd party, and Warn Auto Team) and clear guidance to ensure comprehensive negotiation targets are met across the entire supply base. Develop strategic direction, objectives, tactics, and supporting budgets, justification, and resource plans to ensure corporate growth and financial objectives are met. Includes collaboration with Warn Auto leadership team, VSG Leadership team, and Dover Corporate functions. Partner with sales, marketing, production, finance, and operations to align forecasts, production plans, and business priorities. CANDIDATE PROFILE A bachelor's degree in an applicable field from an accredited college or university is required. MBA is strongly preferred. Minimum ten years of operations and supply chain leadership experience in a manufacturing environment. High-volume critical operations such as aerospace and automotive are preferred. Rapid growth and transformation experience preferred. Effective at communicating, verbally and in writing, with all levels of stakeholders and coworkers Highly ethical, self-motivated individual with ability to work independently and/or with limited direction, as well as cooperatively in a team environment, while consistently demonstrating collaborative, respectful and productive work habits. Interested in Learning More? 180one has been retained by Warn Automotive 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 .

New Opportunity: General Manager, Northern California & Nevada Region

By Effie Zimmerman • August 3, 2026
General Manager, Northern California & Nevada Region ABOUT THE COMPANY With roots dating back to 1938, The Papé Group is the West’s leading supplier of capital equipment solutions. Today, Papé operates across nine states with over 4,000 team members, proudly representing premier brands including John Deere, Kenworth, Hyster, Ditch Witch, and more. What sets Papé apart is its commitment to long-term relationships, both with customers and employees. As a fourth-generation, family-led business, Papé believes in the value of a handshake, the importance of service, and the impact of leadership that stays close to the work. Papé Kenworth is one of the largest Kenworth truck dealers in the Western United States, providing sales, leasing, rental, parts, and service for medium and heavy-duty trucks. Founded in 2007 as part of Papé Group, the division supports commercial fleets and owner-operators with a commitment to maximizing uptime through exceptional customer service, expert technicians, and a network of locations across the West. ABOUT THE POSITION Reporting to the President of the Papé Kenworth business, the General Manager (GM) will be responsible for driving performance, growth, and operational excellence across the Papé Kenworth & Papé Truck Leasing branches in Northern, CA & Nevada. This includes branches in San Leandro, CA, Morgan Hill, CA, Sacramento, CA, and Sparks, NV. This role demands a strategic mindset, operational oversight, and a strong leadership presence to guide branch teams in delivering outstanding service, sales, and profitability. Essential Duties and Responsibilities Lead and manage the operations of multiple branches, aligning each with company objectives and performance standards. Develop and implement regional sales strategies, forecast performance, and set measurable business goals. Oversee branch budgets, control operating costs, and ensure long-term profitability of the region. Monitor market share trends, competitor activity, and local market dynamics to maintain a competitive edge. Drive customer satisfaction by ensuring exceptional service and support across all departments. Champion a high-performance culture focused on results, collaboration, and continuous improvement. Lead, manage, develop, train, and build leadership and branch teams. Regularly visit branches in the region to ensure operational excellence and to provide leadership and management to managers and team members. All of your efforts are geared towards providing exceptional service to our customers and being the leading Class 8 on-highway, vocational, and Class 6-7 medium-duty truck dealer in the area. If you are a great leader, results-driven, and are looking to make a difference, consider joining Papé today. CANDIDATE PROFILE The ideal candidate brings a proven track record of successful management experience in capital goods or dealership environments. Key strengths include: Strong background in sales, marketing, budgeting, and personnel leadership. Demonstrated experience in developing teams, setting performance goals, and achieving sales targets. Must reside within, or be willing to relocate, to the assigned regional area. Experience developing and executing regional sales strategies that consistently exceed revenue and profitability targets. Experience leading cross-functional teams with preference for leading sales, service, parts, and leasing. Preferred Bachelor’s degree is preferred, or equivalent combination of education and progressively responsible industry experience. 10+ years of progressive leadership experience in heavy equipment, construction equipment, agricultural equipment, industrial machinery, or other related capital equipment industry. Minimum of 5 years in leadership roles. Interested in Learning More? 180one is an executive search firm and is assisting Papé Group in this search. If interested in learning more about the opportunity, please contact Lisa Heffernan / 971.256.3076/ lisa@180one.com .
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