The Strategic Benefits of Using Retained Search Firms for Non-Profit Leadership Recruitment

February 19, 2025 – In the wake of the 2024 election, the dynamic landscape for non-profit organizations has shifted, making the need to secure and retain top-tier leadership more crucial than ever. Recruiters tell Hunt Scanlon Media that strong, effective leadership is now key to driving mission success and ensuring long-term organizational sustainability in an increasingly complex environment. A new report from J. Michael Durnil, director of executive search at Cooper Coleman LLC , and Michelle Alvis, principal owner at Alvis People Solutions, LLC, explains that internal HR functions play a critical role in organization operations and managing day-to-day human resources needs, yet the time required to navigate the complexity and high stakes of executive recruitment often benefit from an external, specialized, and laser focused approach.

“Retained search firms who specialize in the social sector and not-for-profit organizations bring a wealth of specialized knowledge, talent networks and experience to the process of search,” the report said. “Unlike general recruitment processes, retained executive search firms are adept at identifying and attracting candidates who not only possess the requisite skills and experience but also align with the unique culture and values of non-profit organizations, including ones that might not be in the hunt for their next position. This alignment is crucial for leadership roles where the impact of a mismatch can be particularly detrimental to a mission driven organization operating with limited resources of capacity, capital, and time.”

One of the significant advantages of partnering with a retained search firm is access to an extensive network of high-caliber candidates, including finding the best passive candidates, according to the Cooper Coleman report. The notes that many organizations use the strategy of “post and pray” in hopes of attracting talented candidates. “Often overlooked as an advantage, retained search firms maintain a variety of proactive strategies to develop a curated candidate pool through intensive research and potential candidate engagement,” the report said. “Additionally, many firms maintain robust databases and relationships with industry leaders, enabling them to tap into a broader and diverse, albeit often passive talent pool. This is particularly beneficial for non-profits, which may not have the same reach, resources, or recognition as their for-profit counterparts in advertising the opportunity or sourcing and screening candidates for a mission critical position.”

“Additionally, most executive talent who are not actively seeking a new role, are not on the job scene or using job boards such as LinkedIn or Indeed,” the Cooper Coleman report said. “While they may be looking for a new executive role, they do not know if an organization is looking for their expertise. An executive search consultant works to close that gap and bring the brightest and best talent to the non-profit.”

Objective and Unbiased Recruitment Process

Internal HR teams, while highly skilled, may sometimes face internal challenges and enforced bias that make maintaining complete objectivity during the recruitment process challenging, the Cooper Coleman report explained. “Retained search firms provide an external perspective, ensuring a more unbiased and thorough evaluation of all candidates,” it said. “This objectivity helps in mitigating potential biases and ensures that the selection process is solely based on merit and alignment with organizational goals.

With extensive professional experience in K-16 education, foundations, corporate philanthropy, arts, and not-for-profit leadership, J. Michael Durnil, PHD, is an accomplished executive who has proven leadership, systems integration, program expansion, board development, fundraising, and stakeholder engagement for organizations focused on often overlooked and underserved populations. He brings a depth and breadth of knowledge to this role from sitting on both sides of the executive search table. With over 30 years of experience creating organizational sustainability and scalability and charting operations for mission- driven, non-profit, educational, arts, and media-based organizations, Mr. Durnil has been routinely sought after to serve as a change leader.

“This search objectivity benefits the organization in many ways,” the Cooper Coleman report said. “Using skilled and tenured search leaders of a retained search firm increases the ability to challenge assumptions about needed experiences and impact; and even introduce impressive unconventional candidates that may not have been previously considered. Often, retained search firms can help an organization not only match its required candidate competencies to finding candidates that exceed the skills or qualifications not thought possible.”

Efficiency, Time and Focus to Deliver Top Candidates

The recruitment of executive leaders is a time-consuming and resource-intensive process. For non-profits, especially where resources of time and capacity are often limited in the HR space, the efficiency and cost-effectiveness brought by a retained search firm can be a game-changer, according to the Cooper Coleman report.

Related: Non-Profits Seek New Kinds of Leaders with Help from Search Firms

“Retained search firms manage the entire recruitment process, from building an effective candidate prospectus, to the initial candidate identification to final selection, allowing internal HR teams to focus on other critical functions,” the report said. “This allied partnership not only streamlines the recruitment process but also enhances the overall effectiveness of the HR function. A quick scan of any job candidate discussion platform will yield an unsettling view of how candidates are treated. Concerns about ghosting, overly complicated processes, intensive preparation of presentations and other experiences are prevalent and rabid. Job seekers are candid about how organizations and search firms treat them.”

“Embedded non-profit HR professionals know and care deeply about the value of a positive candidate experience,” the report continued. “Retained search firms should discuss their strategy for being the client’s ambassador in maintaining a positive candidate experience for all involved in the process. Good search firms will prioritize preserving the dignity of candidates, as well as helping them learn something about themselves and the organization along the way. It is important to consider that no matter the search outcome, the candidate could bring value in a future leadership role at the organization, be a potential donor, or become an advocate for the mission.”

Enhanced Confidentiality and Hidden Nuances

Cooper Coleman also explained that executive and key staff member searches often require a high degree of confidentiality, especially when dealing with sensitive transitions or replacements. “Retained search firms are well-versed in managing confidential searches, ensuring that the process is discreet and professional,” the study said. “Retained search firms who view their role as an extension of the organization and responsibility to the client and candidate ensure a positive experience in the modern-day job market. This level of confidentiality is crucial in maintaining organizational stability and morale during leadership transitions, and overall peace of mind for the internal HR professional at the nonprofit organization.”

Michelle Alvis is a seasoned people operations professional with 27+ years of hands-on knowledge of the non-profit and small business sectors and is known for her high emotional intelligence as a human resources professional. She has led successful human resource departments and partnered with other leadership in defining and shaping the values, structure and talent required to achieve the organization’s mission. As chief people officer at two leading national non-profits, Nonprofits Insurance Alliance and GLAAD, Michelle led significant business transformation initiatives as a member of executive leadership teams.

Executive search professionals manage potential minefields that exist when it comes to sensitive executive searches, the Cooper Coleman report also noted. “Namely if there is a current executive in the role and the nonprofit is looking to replace them without their knowledge,” it said. “The search firm professionals know how to navigate the sensitivity in these situations and can also help to lessen any type of conflict of interest with an in-house HR partner who has a day to day working relationship with the current executive in the role. There are also indirect benefits of partnering with a retained search firm that go beyond the candidate contract and placement. Retained search firms offer support to the internal HR professional and search committee by providing job market insights, salary benchmarking and compensation analysis to limit risk in the search.”

Related: Navigating a Non-Profit Succession Plan

“Additionally, retained search firms increase attention and awareness for the client and their mission when officially launching the search through earned and paid placement on social media, email announcements and other platforms,” the report continued. “Other benefits can also include creating a pipeline for future organizational roles, deep reference checks, and the never enjoyable task of facilitating difficult conversations with candidates who will not be the chosen candidate.”

Long-Term Success and Retention

In addition, Cooper Coleman stressed that the ultimate goal of any executive recruitment process is not just to fill a position but to ensure long-term success and retention. “HR professionals look for search firms who are willing to guarantee their placements longevity and continue a strong cadence of follow up post appointment,” the firm said. “Retained search firms invest significant time in understanding the strategic goals and culture of the non-profit, ensuring that the selected candidate is not only a fit for the current role but also has the potential to grow with the organization. This strategic alignment significantly enhances the likelihood of long-term retention and success, saving resources for the HR professional and organization.”

“By internal HR leaders working with executive search firms, they can help the search firm to understand the culture, objectives, and unique hiring needs of the non-profit,” the Cooper Coleman report said. “Oftentimes executive search consultants identify emerging trends in recruitment that an in-house HR leader may not be aware of and therefore able to tap into the search consultant’s expertise to help identify the right executive candidates for the search. This alignment is critical to the success of the search.”

In conclusion, internal HR functions are indispensable to the ongoing success and culture of non-profits, according to the Cooper Coleman report. “They are often the glue that holds an organization and its operations together,” the study concluded. “When the HR professional partner builds the strategic partnership with a retained executive search firm together they create a significant competitive advantage in leadership and key employee recruitment. By leveraging specialized expertise, accessing a broader talent pool, ensuring objectivity, eliminating bias, enhancing efficiency, maintaining confidentiality, and focusing on long-term success, non-profits can work with a trusted executive search firm to help secure the visionary leaders they need to drive their mission forward.”

Related: 7 Key Trends Impacting Non-Profits

Contributed by Scott A. Scanlon, Editor-in-Chief and Dale M. Zupsansky, Executive Editor – Hunt Scanlon Media