About Us

Founded in 2015, BroadView Talent Partners is a national executive search firm dedicated to placing exceptionally talented leadership at in affordable housing agencies, non-profit organizations and associations, as well as middle market companies. We provide clients with an unmatched national network, commitment to diversity, equity, and inclusion (DEI), and record of long-tenured placements.

Our highly experienced partners approach each engagement as a critical strategic imperative for the organization’s comprehensive business objectives. We listen attentively to be certain we understand and embrace each client’s unique needs.

We then apply our specialized knowledge and expertise to bring Strategic Talent Acquisition and Retention Solutions (STARS)® to clients that not only fill key roles in their organizations but also deliver solutions that help them achieve long-term business success and sustainability.

Diversity is Our Heritage… It is Our Focus
Diversity, Equity, and Inclusion (DEI) is intrinsic to our business and because of that, our commitment is a reality—not simply a well-intentioned endeavor. It is the foundation of our client service model and candidate relationship acumen. BroadView Talent Partners is a minority-owned business with a founder who is nationally recognized for his expertise in DEI-related talent acquisition, retention, and leadership development. DEI drives our innovative and winning strategies and creative problem-solving for our clients and candidates.

We Care About Relationships, Not Transactions
After placing executives in key positions, our clients frequently entrust BroadView Talent Partners with onboarding and coaching to ensure those leaders have the requisite tools to perform optimally. In addition, those individuals often become recurring executive search or ongoing career management clients. As a result, we enjoy long-term, trusted professional relationships with the deep satisfaction of helping all participants achieve their Highest Career Goals and Aspirations (HCGA)®.

Representative Clients

Our Team

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Clients and candidates always have an experienced partner leading their engagement. We are selective in the assignments we accept to make sure that each participant receives personalized attention and expert insights directly from our partners.

BroadView Talent Partners is small by design, and we “punch above our weight” in acquiring and retaining executive talent for DEI- aligned affordable housing, nonprofit, and middle market organizations as demonstrated by our deep experience, diligence, and extraordinary standard of care.

Solutions And Expertise

Retained Executive Search
Our goal is to exceed client expectations. BroadView Talent Partners delivers a diverse pool of top-level executive candidates utilizing our time-tested 10-Step Engagement Process® which has proven to successfully fill senior leadership positions faster and more effectively than the industry standard. We consistently provide verbal and written communications throughout the process that clients have said are a cut above the rest.

On-Boarding & Retention
The onboarding process helps you to develop a happy contributor. Onboarding conveys your organizational brand and values, explains your people and professional culture, aligns institutional expectations and performance and provides the tools for the employee to successfully assimilate into his or her position with a quicker ramp-up to productivity.

Seamlessly transitioning the candidate through the new hire and onboarding experience, then into the performance management process matriculates the new employee and ensures success. BroadView Talent Partners has a track record of integrating both On-Boarding and Retention Solutions via our “Protect Your STARS®” template for both current and prospective clients.

Leadership Succession & Strategic Planning
Whether integrated as a part of a retained search or enmeshed in current or prospective leadership consulting engagements, BroadView Talent Partners helps its clients focus on and pave pathways for leadership succession.

Using our considerable industry knowledge and expertise, in-depth understanding of and observations about client culture, values and strategic objectives, our firm provides value added services including but not limited to facilitation of executive leadership team and senior executive staff strategic planning meetings, retreats and team-building initiatives. These solutions further enhance our ability to “get a client and keep a client…”

Solutions
  • Assessment
  • Career Services
  • Culture Shaping
  • Diversity & Inclusion
  • Executive Coaching
  • Executive Search
  • Leadership Consulting
  • Leadership Develop.
  • Recruitment Research
  • Succession Planning
Industries
  • Accounting/Audit
  • Asset Management
  • Associations
  • Colleges/Universities
  • Commercial Banking
  • Consulting
  • Consumer Products
  • Cultural Arts
  • Cybersecurity
  • Data & Analytics
  • Engineering & Archit.
  • Financial Services
  • Foundations
  • Government
  • Healthcare Services
  • Industrial Products
  • Manufacturing
  • Medical Devices
  • Non-Profit
  • Quantitative Finance
  • Real Estate
  • Software
  • Technology
Functions
  • Board/Governance
  • Business Development
  • CEO/President
  • Development
  • Diversity & Inclusion
  • Finance/Accounting
  • General Management
  • GM/Operations
  • Human Resources
  • Manufacturing
  • Marketing & Sales
  • Risk Management

News Briefings

Search Committee Best Practices: Setting Up for Success

By their very nature, search committees are both varied and imperfect. They span companies, industries, and continents, bringing together individuals from across an organization to share the recruitment and hiring process. Even if they understand the main goal — conducting a search for the organization’s next best leader — it’s easy for these committees to

Preparing for Shorter CEO Tenures

Like it or not, there’s a new leadership reality coming. The post-pandemic period has brought permanent changes and challenges to the U.S. workforce, including condensed CEO leadership tenures. For boards and executive leadership teams, the time to prepare is now, says BroadView Talent Partners in a new report. Baby Boomers, those born between 1946 and

5 Communication Skills Found in Top Leaders

Smart recruiters don’t expect candidates for leadership roles to have it all. But those leaders must have a preponderance of it all and they must be able to lead it all. Any gaps or blind spots that he/she/they have must be ably or mightily filled by one of their current or prospective direct reports to

How Employers Can Adapt to Remain Competitive in Today’s Labor Market

Worker confidence is at an all-time high, with a majority of job seekers believing it’s easier to find a job this year than the previous year and one-third feeling comfortable quitting a job without having another lined up, according to the 2022 Job Seeker Nation Report from Employ Inc., the parent company of Jobvite, JazzHR, and NXTThing RPO.

Press Releases

5 Communication Skills Exhibited by Top Leaders

(October 4, 2022) – One of our core beliefs about leaders is this: Every leader is not expected to have it all, but they must have a preponderance of it all and they must be able to lead it all. Any gaps or blindspots that he/she/they have must be ably or mightily filled by one

A Brave New World: Shrinking Leadership Tenures

(September 20, 2022) – Like it or not, there’s a new leadership reality coming. The post-pandemic period has brought permanent changes and challenges to the U.S. workforce, including condensed CEO leadership tenures. For boards and executive leadership teams, the time to prepare is now. Baby Boomers, those born between 1946 and 1964, continue to retire

The Most Vital Component of Any Search Process

In the world of executive search, most searches conclude with a finalist candidate accepting a search firm-mediated client offer that establishes the agreed upon financial terms, start date and on-boarding initiative — important items to any new leader. However, many are surprised to hear that a search firm’s engagement with both client and candidate doesn’t

Reasons Your Board Needs a Succession Plan Now

In the past 20 months, we have seen a trifecta of reasons why boards can no longer delay succession planning. For starters, the pandemic has worn out senior leaders mentally, forcing many to retire earlier than they may have originally conceived. In addition, the racial reckoning of 2020 post George Floyd’s murder has forced boards

Designing Fast, Efficient Searches to Meet Demand for DEI Talent

Extremely high demand for diverse talent has never been greater, becoming acutely competitive in the aftermath of George Floyd’s murder. Since May of 2020, we have observed a marked increase in diverse board appointments as well as mandates for searches that deliver not only a diverse candidate pool but also a diverse candidate placement outcome.

Multimedia

What our clients have to say…
Todd A. Lee – Former Executive Director and CEO, DC Housing Finance Agency

“HCGA provided exceptional service throughout DCHFA’s searches for both a General Counsel and Controller. Tracy identified a stellar candidate pool for each role. His thorough, hands-on and customer centric approach was integral in the DCHFA identifying Michael Hentrel for the General Counsel and Essi Egbeto for the Controller role. Tracy and the BroadView Team made the recruitment process seamless. He also moderated and facilitated our Senior Staff Strategic Planning Retreat which laid the groundwork for the Agency’s revised Vision, Mission, Branding/Logo and Strategic Plan. Tracy Mac is a full-service Executive Search Consultant that is obsessed with helping his clients win…”

Matthew L. Brandon – Former Director of Development, Ridley Scholarship Fund, University of Virginia Alumni Association

“As I work to build scholarship support for an extraordinarily talented group of students at the University of Virginia, I am reminded that this opportunity is a direct result of Tracy McMillan. From the identification and qualification process through the interview process, and to this date, Mr. McMillan has been my champion. His guidance has been honest and wise. Because of his coaching and advice, I have a job that allows me to work at an institution I had long ago identified as one of the preeminent in my field.”

Lance Malesh – Former Chief Commercial Officer, BDP International

“I have had the privilege of working with Tracy both as a search candidate and as a search business partner for a key VP – Sales position. Tracy’s professionalism and industry insight proved to be invaluable, not only to myself but to the entire BDP entity. Tracy took the time to listen to the needs of the business and then worked diligently to match the perfect candidate with BDP’s needs.”

Thought Leadership
The 5 Most Common Interview Pitfalls
Search Committee Best Practices: Setting up for Success
Eight Insider Tips to Ace the Executive Interview Process
Best Practices for Replacing a Long-tenured, Non-Profit CEO
The Case for “Strong #2’s” as CEO Candidates