Executive Search Process
NESC – www.nesc.org has consulted for over 2,000 nonprofit organizations over the past 40 years, and through its network of over 150 consultants, current and past client base. Its distinguished board has access to outstanding leaders in the nonprofit world. We have successfully placed dozens of Presidents, COO’s, CEO’s, CFO’s, Executive Director’s and Board Chairmen for nonprofits throughout the United States.
Executive Search’s primary mission is to help nonprofit organizations strengthen their management teams by finding the best executive talent for them at an affordable cost. We specialize in placing high achieving leaders. Since NESC is a 501(c)(3) organization, we are in the unique position to understand the culture and workings of your nonprofit organization, and our experience allows us to assess and understand your needs. Our search practice is national in scope. NESC follows a rigorous process in its Executive Search Strategy that is outlined below.
Executive Search Strategy
Initial Research Phase and Candidate Development
- Develop Position Specification encompassing desired criteria– this is a working document that should reflect the experience and competencies required for the position and should include ideal experience and background of potential candidates.
- Develop target company list – this step encompasses extensive research on the target companies. This is a list of companies where the candidate may have been associated or employed. It may also include companies that are a competitor or that have outstanding reputations in terms of product, leadership or management. This can be the most time-consuming part of the search project.
- Research, identify, and contact sources and candidates – this step encompasses networking with potential candidates and sources to identify, contact, and evaluate possible candidates. The focus of these contacts is to identify outstanding prospects who have been endorsed by multiple sources and who have been identified as exceptional executives through this process of triangularization.
- Develop a long list of preliminary candidates including individual Candidate Profiles – the long list will include those candidates who have been contacted regarding their availability, level of interest, and appropriateness for the position.
- Develop matrix to comparatively evaluate candidate pool – the matrix will summarize the relative personal strengths, characteristics, and experience of the identified candidates.
- Discuss and rank candidates on long list – this is a collaborative effort with the client to select the candidates best suited to the position.
Interview Process
- Candidates who have expressed preliminary interest and who appear to be qualified based on the initial conversations and valuation of experience exhibited in the resume will be interviewed in depth by NESC.
- Candidates vetted by NESC will be scheduled for interviews with client.
- The final list of candidates will be selected by the client and will be determined based on results of endorsements, interviews, relevant experience, and cultural fit.
- Throughout the interview process, NESC will work collaboratively with the client to ensure a timely and successful conclusion to the search.
- NESC will assist and advise in compensation negotiations with the candidate and the client.
Reference Checks
- Reference checks will be conducted by NESC prior to the final offer and will focus on particular areas relevant to the position.
- Reference checks will include peers, subordinates, and superiors.
Fee Structure
Professional Retainer
Our retained fee (“fee”) is 20 percent of the first year’s projected total salary/bonus compensation of each candidate employed, as described in a letter of employment or by the approved position specification. Projected total salary/bonus compensation includes base salary, target and sign-on bonuses and other incentive compensation. We are reimbursed only for direct expenses. The fee and expenses are for professional services rendered and are not contingent upon the hiring of one of our candidates.