NONPROFIT EXECUTIVE SEARCH PROCESS
While every search is customized, most Clover searches follow this process.
We facilitate executive searches that recognize that each nonprofit starts at a different place and has a unique set of goals and expectations. We design search processes that recognize and respect the context, culture, and values of every organization we serve.
Planning and Discovery - 4-6 weeks
The Discovery Phase is important in every search as it is the process by which agreement is reached on what the priority qualifications are for the role – an essential step before launching recruitment. This is especially important when a long-standing leader or founder is transitioning out – as this gives the entire team the chance to imagine the next chapter of the organization’s life under new leadership.
Recruiting and Candidate Cultivation - 4-6 weeks
Building a robust and diverse candidate pool is a critical step in the search process, and it requires a multi-faceted approach. During this phase, our team engages in extensive proactive outreach - leveraging our vast networks, exploring various geographies, sectors, and institutions, and using available technologies to cast a wide net. We also understand the importance of the personal touch, taking time to engage individually with potential candidates. This process is time-consuming, but it is essential to the success of the search.
Screening and Evaluation- 4-6 weeks
Getting to know your candidates is essential - it’s a multi-step process that involves designing ever-deepening question sets and providing different kinds of interview formats that give candidates the opportunity to do their best. Equally important is your candidates getting to know you, by giving them the chance to get their questions answered and ensuring you are “wooing” them from the very beginning.
Making an Offer and Onboarding Prep - 2+ weeks
A compelling job offer is more than just a salary. Great candidates have great opportunities, so we’ve learned that making a job offer stand out (and increasing the chance your candidate will say “yes!”) requires knowing what is important to them and tailoring the offer accordingly.
Once an offer is accepted, a strong onboarding plan is a way to protect your investment of time and money made in the search process. Onboarding requires planning and implementing a rich and deep orientation and integration process for your new ED that succeeds in embedding them into the cultural fabric of your organization and strategic vision.