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Let’s discuss the negative impact of reliance on tech that “disappears” nonprofit orgs and candidates unless they pay.
Within Bad Bunny’s 2026 Superbowl Halftime show I see my extended family and friends.
Our search consultants are routinely asked by nonprofit boards and their exiting chief executives about setting up a nonprofit CEO Search Committee. Below we’ll thoroughly discuss the Search Committee and its role, and at the end of this piece there are links to other useful articles on recruiting nonprofit leaders.
Nonprofit CEO searches are infrequent, and most board members experience such a seminal event just once during their service to a particular nonprofit. This article provides a useful orientation for when that moment arrives.
People hiring who don’t already know you, have specific needs. They must quickly…
Once you have a resume you need an introduction. Your introduction is the cover letter. It can be delivered via email, a PDF document or by filling out a section on a job application.
Career-disrupting forces are at work in today’s economy, causing nonprofit, business and government leaders to reassess and reset their orgs and careers. Changes to government policy and funding, consumer tastes, tariffs and rollout of AI across sectors combine into a perfect storm of factors leading to career changes and organizational challenges.
America has a history of embracing and disparaging difference, be it difference in race, gender, identity, language, religion, ability/disability, age, or other such markers of individuality.
To get ahead of rapidly changing funding and operating circumstances, nonprofits must quickly reset and reshape their organizations for these challenging times.
Real people are being reduced to data points in a way that was never before possible. This has certain negative consequences that should be managed, especially when recruiting CEOs and other c-suite executives.
In the latter stages of any CEO search or other major transition, a nonprofit will sometimes experience leading indicators of doubt among board, staff and even candidates. At this point the Search Committee Chair can play a decisive role in helping the parties to successfully navigate the search endgame.
Hiring season is in full gear, which means that nonprofit boards and CEOs will soon be busy analyzing resumes of execs they might hire.
Staff and board transitions can advance or threaten a nonprofit’s public benefit mission and financial strength. The central challenge of replacing a chief executive or senior team member is budgeting transition costs. Such costs can be substantial.
Our two-part AI and Recruiting article seemed enough for a quick read on the topic. We’ve received positive feedback on how it helps boards and leaders navigate the new recruiting challenges introduced by various recruiting platforms. We thought we were done.
Nonprofit board members and CEOs commonly raise succession planning as a key concern. A central role of any nonprofit board and CEO is managing risk to the nonprofit they steward on behalf of their community. When a chief executive or key leader exits an organization, there is loss of continuity, knowledge, management skill and subject matter expertise.
How candidates and nonprofits can leverage these platforms despite their shortcomings.
The pitfalls of over-reliance on AI and algorithmically driven recruiting platforms.
In the wake of the coronavirus crisis that has stopped the world in its tracks, religious communities around the world are embracing new and creative ways of connecting with each other. Social distancing efforts have resulted in video calls for sermons, prayers in open spaces, and other creative measures to keep communities close during these challenging times.
In the wake of the coronavirus crisis that has stopped the world in its tracks, religious communities around the world are embracing new and creative ways of connecting with each other. Social distancing efforts have resulted in video calls for sermons, prayers in open spaces, and other creative measures to keep communities close during these challenging times.
Corporate Diversity professionals are crucial to the improvement of our nation’s workforce and yet they are rarely supported by the businesses that hire them. Though embraced by many businesses and corporations as a good starting point for positive change, systems of inclusion are often set up to fail when diversity leaders are not actively supported by the companies that hire them.