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 FuturesCaitlin Childs,ShutterstockTexas A&M University

By Catherine Landgraf February 19, 2025
CHIEF EXECUTIVE OFFICER ABOUT SKUTT Based in Portland, Oregon, Skutt is the leading manufacturer of kilns and pottery wheels in North America. With the help of over 85 employees, Skutt is committed to building the highest quality products serving schools, hobby and production potters. Skutt ensures the highest level of product quality by investing in its people, equipment and lean manufacturing processes. Skutt firmly believes that happy employees translate into happy customers. Many of Skutt’s team members have been with the company for over 10 years. The equipment used to make heating elements, transform bricks, and build controllers leads the industry in innovation and performance. Skutt knows that great equipment translates into fewer problems and happy customers. Skutt is always striving to give customers more value and better quality which is why all team members (office and plant) have been trained in lean manufacturing practices. Skutt is a family-owned business but is transitioning the leadership of the company to professional executives. Based on this, Skutt is looking for a CEO to continue the legacy in its next chapter of success. HISTORY In 1953 father/son team, Ralph and Neil Skutt, manufactured the industry’s first multi-sided hobby kiln in Olympia, Washington under the name “Skutt & Son”. The introduction of this new lightweight design revolutionized not just the ceramic kiln business but the whole ceramic industry by bringing ceramics to the home. A lot has changed over the last 70+ years. Kiln companies have come and gone, new clay bodies and glazes are constantly being developed that demand greater firing precision, and automatic controllers are quickly replacing the once cutting edge KilnSitter. Throughout the years, Skutt has continued to work hard to meet the changing needs of its customers, but one thing that has remained constant is their fierce dedication to manufacturing quality products and providing outstanding customer service. THE OPPORTUNITY Reporting directly to the Board of Directors, the CEO will be responsible for developing and implementing strategic initiatives, driving operational excellence, and fostering a culture of human development, collaboration, and respect. This role will manage the long-term success of the Company and will work closely with the Board of Directors, senior management team, and external stakeholders to ensure the company’s continued success and profitability. ESSENTIAL DUTIES Assist in the development of, and then execute, the company’s vision, mission, and strategic business plan. Collaborate with the Board of Directors to align company goals and strategies. Inspire, mentor, and lead the senior management team and employee team members. Establish long-term goals to maintain Skutt’s position as a market leader. Identify opportunities for alliances, mergers, partnerships, and investment opportunities. Monitor financial performance and implement strategies to achieve revenue and profitability targets. Expand the company’s market share through targeted sales and marketing initiatives. Build strong relationships with customers, distributors, and industry partners. Represent the company at industry events and conferences. Foster a positive, inclusive, and high-performance workplace culture. Champion professional development and retention initiatives. Manage risks effectively and maintain a strong reputation for integrity. Oversee daily operations and ensure efficiency and effectiveness across all departments. Ensure optimized manufacturing processes and supply chain management to meet quality and delivery standards. Ensure compliance with local, state, and federal regulations, and company policies, procedures, and compliance programs. Work with marketing teams on SKUTT branding, advertising, and marketing campaigns. Maintain knowledge of trends, developments, new technologies, and market conditions relevant to the division and industry. Work with customers/distributors and sales teams on contracts, actively assisting with negotiations. Provide constructive and timely performance evaluations. KNOWLEDGE, SKILLS, & ABILITIES COMMUNICATION: Effectively convey information and ideas through written, verbal, and non-verbal means. RELATIONSHIP BUILDING: Establish and maintain positive relationships with colleagues, customers, and stakeholders. PLANNING AND ORGANIZATION: Develop and implement plans, set priorities, and manage resources to achieve goals. RISK MANAGEMENT: Identify, assess, and mitigate risks to the organization. ANALYTICAL: Analyze data, information, and assess situations to make informed decisions or recommendations. INDUSTRY TRENDS: Build awareness and stay current on emerging trends, products, technologies, and best practices in the industry. STRATEGIC: Analyze the business and make decisions to drive long-term goals and objectives. BUSINESS INTELLIGENCE: Collect, analyze, and interpret data to provide actionable insights for business decision making. CONFLICT MANAGEMENT: Identify, address, and resolve conflicts in a constructive manner to achieve positive outcomes. DELEGATION: Assign tasks and responsibilities to others and hold them accountable for their performance. QUALIFICATIONS 10+ years of related experience in senior level leadership roles. Previous experience in product or manufacturing companies is preferred. Strong team leader and organizational skills with the added ability to take initiative. Highly organized, accurate, detail and multi-task oriented. Strong verbal and written communication skills. Bachelor’s degree is required. Master’s degree is preferred. Interested in Learning More? 180one has been retained by Skutt Ceramic Products to conduct this search. If interested in learning more about the opportunity, please contact Rochelle Fleischer at rochelle@180one.com / 503.699.0184
By Catherine Landgraf February 13, 2025
Vice President of People Services ABOUT THE COMPANY Every Decision. Every Detail. Every Day. Locally owned since 1886, Lease Crutcher Lewis is a commercial construction company committed to making a positive impact for their clients and the community they build in. At Lewis, where every employee is an owner, their people are empowered to make decisions – big and small – to meet the goals of their clients. They understand that in construction even the smallest of details affect the integrity of the work and the safety of their sites. That’s why their teams are tenacious when it comes to getting it right, day in and day out, to deliver quality buildings that stand the test of time. With personal fulfillment as one of their six core values, Lewis has a collaborative and supportive culture committed to the success and development of their people. A few notable projects which highlight their expertise in delivering high-quality, innovative projects for their clients include: The Rainier Square Tower in downtown Seattle; the Oregon Zoo Elephant Lands and the Cedarbrook Lodge . ABOUT THE ROLE The VP of People Services will serve as a strategic partner to the executive team, aligning people strategies with organizational goals to drive growth, innovation, and cultural excellence. This role will lead the charge in creating a supportive, inclusive and collaborative workplace across all levels of the organization. With a focus on scaling talent acquisition, retention, and development programs, the VP of People Services will leverage data-driven insights and innovative approaches to enhance workforce planning, performance management, and overall organizational health. In addition to driving strategic priorities, this role will act as a trusted coach and mentor, empowering the People Services team to support employees and leaders effectively. They will prioritize people over processes, ensuring a culture that values empathy, authenticity, and connection. This role requires a visionary leader who can navigate the complexities of a multi-state and unionized environment while designing actionable solutions to HR challenges and continuously adapting to evolving business needs. PRIMARY FUNCTIONS & ESSENTIAL RESPONSIBILITIES Strategic Leadership : Serve as a key advisor to the CEO and executive leadership, aligning people strategies with organizational goals and fostering a culture of performance and inclusion. Align People Strategies: Collaborate with executive leadership to develop and implement People Services and Learning and Development strategies that support business objectives, drive growth, and enhance organizational effectiveness. Foster Inclusive Culture: Champion inclusion initiatives to create a workplace where all employees feel valued, engaged, and empowered to perform at their best. Support Decision-Making: Provide data-driven insights and recommendations on workforce trends, talent acquisition, compensation, and retention to inform strategic planning and executive decision-making. Drive Performance Excellence: Partner with leadership to design and execute initiatives that build leadership capacity, enhance team performance, and cultivate a culture of accountability and innovation. Utilize the Lewis Leadership Development Program’s (5) Pillars and corresponding competencies as guidelines. Performance and Talent Management : Develop and oversee the implementation and execution of an evolved performance management process. Further integrate learning and development programs to create a wholistic approach to talent management. Enhance Performance Processes: Develop and manage performance management systems that align individual and team goals with organizational priorities, ensuring continuous improvement and accountability. Integrate Learning and Development: Implement strategies to seamlessly connect performance management with learning and development programs, fostering a comprehensive and continuous approach to talent growth and retention. Support CEO in the ongoing development and implementation of the Lewis Leadership Development Program (LLDP). Support Leadership Development: Support the identification and cultivation of high-potential talent through targeted learning and development and succession planning programs. Utilize Data-Driven Insights: Leverage performance metrics and feedback to refine learning and development programs, address skill gaps, and drive organizational excellence. Employee Engagement: Develop and implement employee engagement strategies to reinforce Lewis’ Purpose, Values and Culture. Consult on elements of effective communication (w/ VP of MarComm), recognition programs (w/ CEO), and opportunities for growth and connection (w/ Department & Operations Leaders) to enhance employee satisfaction, and drive engagement. Reinforce Purpose and Values: Develop engagement initiatives that align with Lewis’ Purpose, Values, and Culture, fostering a sense of belonging and shared mission among employees. Drive Employee Satisfaction: Implement programs to enhance satisfaction and morale through effective communication, meaningful recognition, and responsive leadership. Foster Connection and Growth: Create opportunities for employees to build relationships, develop professionally, and contribute to organizational success through tailored engagement strategies. Measure and Improve Engagement: Utilize surveys, feedback tools, and data analysis to monitor engagement levels and refine strategies to address evolving workforce needs. Total Rewards and Compliance : Ensure Lewis provides competitive compensation and benefits programs, maintains compliance with employment laws, and promote an equitable and inclusive workplace. Administer Competitive Rewards: Design and manage compensation and benefits programs and systems to attract, retain, and motivate top talent while aligning with market benchmarks. Ensure Legal Compliance: Monitor and enforce compliance with federal, state, and local employment laws, ensuring HR practices meet regulatory standards. Navigate Complex Union Agreements: Collaborate with leadership to address significant employment matters related to multi-geography operations and other scenarios not covered by existing union agreements, ensuring compliance and alignment with organizational goals. Promote Equity: Develop policies and programs that foster pay equity and transparency across all levels of the organization. Evaluate and Adapt Programs: Regularly assess the effectiveness of total rewards offerings, leveraging employee feedback and market data to make improvements that align with Lewis' goals and values. Department Leadership Attracts, develops, and retains a professional, high-performing People Services team in alignment with Lewis current needs and future strategic plan. Provides leadership and management direction; cultivate strong collaboration and teamwork within the team; ensure high performance through skill development, formal and informal coaching, growth assignments, and performance feedback. Provides guidance and support to ensure team develops and manages effective cross-functional relationships in a multi-stakeholder environment. SKILLS, KNOWLEDGE, QUALIFICATIONS AND EXPERIENCE Bachelor’s degree or equivalent required. Minimum 15 years of HR experience, and minimum of five years of leading HR teams. Ability to lead a functional group to high-performance; ability to think strategically and operationalize the strategy into the daily tactics of the organization. Strong strategic planning, problem solving, and client orientation skills combined with a proven record of leading change in an ambiguous and complex environment. Consultative and analytical mindset, with the ability to influence leaders and achieve results, including in areas without direct responsibility. Ability to provide quantitative and qualitative data/analysis to drive decision-making; excellent stakeholder and program/project management experience. Strong comfort with technology and proven ability to implement modern People Services and Learning technologies and solutions. Demonstrated ability to effectively communicate with, and influence, all levels of management and employees; ability to engender trust and respect of employees at all levels. Excellent verbal and written communication skills; highly organized, self-starter; and demonstrates good judgment in protecting confidential information and uses discretion in discussing sensitive issues. Good negotiation, communication and conflict-resolution skills; ability to represent Lewis in negotiations with external agencies, vendors and partners. Interested in Learning More? 180one is a retained search firm and has been engaged by Lease Crutcher Lewis to manage this search. If interested in learning more about the opportunity, please contact Tom Haley /503.334.1350/ tom@180one.com
By Catherine Landgraf February 7, 2025
180one is pleased to announce our recent partnership with Columbia Distributing and the resulting placement of their new Chief People Officer! In 2008, Columbia Distributing, Mt. Hood Beverage, and Gold River Distributing united to form Columbia Distributing as we know it today. With this merger and the 2018 acquisitions of Marine View Beverage and General Distributors, Inc., our company is now one of the Top 5 largest beer/wine distributors in the US. Size is not our only distinction, however, as Columbia Distributing boasts an extensive selection of beverages, including craft beer, wine and spirits. Columbia Distributing’s success lies in the teamwork of the roughly 3,000 employees spread throughout 27 locations in Oregon and Washington, who every day come together to execute on a common vision. Congratulations to Jewett Cameron Company, and the 180one Search Team on a successful executive placement!
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