Our Four Phase Executive Search Model
Brakeley Search conducts leadership searches with an executive transition model that breaks down our work into four phases.
Phase One: Discovery and Planning
A senior leadership change is a critical pivot point in the life of an organization. We begin our work by taking a deep dive into the organization’s mission, programs, business model, resource development strategies, and long-range plans. Through one-on-one confidential meetings, staff meetings, interviews with key external partners, and data review, we take the time necessary to get to know the organization, its strengths, its future opportunities and challenges, and the mandate for new leadership necessary to carry the organization’s work forward.
We believe that a culture and values fit trumps experience. One can have a candidate with all the requisite skills and experience the job requires, and still not make a good match if there is not a fit with the organization’s values and culture. We pay particular attention to the dynamics and strengths of the board and senior team, because a new leader’s skills should complement and strengthen the capabilities already present in an organization.
Phase Two: Sourcing and Recruitment
To identify qualified candidates, we aggressively pursue passive candidates. Chances are the ideal candidate is not in the job market. We understand that to provide the client with a pool of highly qualified and motivated candidates, we must identify leaders who meet our criteria and discuss the opportunity with them in confidence. An organization wants a pool of candidates who are excited by the specific opportunity and mission, and not primarily motivated by the fact that they need a job.
Our extensive network and LinkedIn Recruiter license allow us to efficiently and effectively identify and recruit individuals with the appropriate profile. Based on the search requirements, our dedicated research team builds a customized list of passive candidates and sources whom we contact to engage their interest. In addition, Brakeley Search will place ads and distribute the position specification to appropriate segments of our network of nonprofit professionals. Ultimately, we will identify a pool of highly qualified candidates for the organization to interview. For us, “qualified” means a match in values and culture, as well as in experience and skills.
Before we send a candidate through to interview with the client, we:
- Conduct an online screening
- Review and assess the resume and cover letter
- Conduct a phone interview
- Conduct an in-person or a Zoom interview
Phase Three: Guiding Interviews, Negotiating the Offer
While we are researching and recruiting candidates, we work with the client to develop the interview process, including who will interview candidates and in what format, as well as interview question templates and ranking tools.
We provide a written report for each candidate, which includes our overview of the candidate’s strengths and a matrix comparing the candidate’s experience and skills to the job criteria. For the finalist candidates, we also provide a detailed report of the references with whom we have spoken. We will help negotiate the offer with the candidate, so that the organization can make the offer knowing it will be accepted.
Phase Four: New Hire Onboarding and Performance Management
Research by leading foundations and universities has shown us that the first year of employment for a new nonprofit leader is critical to their long-term success in the role. Clear performance expectations and communication practices contribute significantly to a successful transition.
The first few months of a new executive’s tenure are certainly a learning time, but can also be leveraged to cement old friendships and make new ones for an organization. Donors, funders, and community partners want an opportunity to meet the new leadership hire, and we can help an organization think through how to best use this “honeymoon” period in support of their goals.
We work to develop an onboarding process for the new hire, sharing best practices we have learned through our extensive research and ongoing learning from our clients and thought leaders in the sector.
Brakeley Search will also work with the organization’s board and team to develop a comprehensive performance plan for the first year of employment.