Executive Search
The Wrong Hire Costs You More Than Time
Senior advancement roles sit at the center of trust, revenue, and momentum. We lead searches that are clear, thoughtful, and thorough—so you hire the right person, and they’re set up to succeed once they arrive.
When a key advancement hire goes wrong, the impact spreads fast—donor relationships wobble, internal confidence erodes, and the team absorbs the work without the authority to move it forward. The cost isn’t just another search. It’s lost momentum, lost trust, and months spent recovering.
Most searches focus heavily on resumes and lightly on the realities that decide whether someone will thrive: who has authority to make decisions, how leadership and board partners are expected to work together, clarity of expectations, and whether the role is designed to succeed in practice. We take those seriously—because that’s usually where things go sideways.
Our approach is simple: get clear on what you actually need, run a disciplined search, and stay close through the early months so the hire sticks.
What We Do
Executive search with follow-through—because a signed offer isn’t the finish line.
Senior Advancement Search
We recruit for roles such as Chief Development Officer, VP of Advancement, Campaign Director, Director of Development, and Major/Principal Gifts leadership—evaluating leadership judgment, track record, and organizational fit.
Role Clarity & Readiness
Before we approach candidates, we get the role right: priorities, reporting lines, where decision-making authority sits, how leadership and partners are expected to collaborate, and what success will truly require in your environment. If something is misaligned, we surface it early and help you fix it—before it becomes a hiring problem.
Onboarding & Early Success
We stay engaged after the offer to support onboarding and early integration—so the new leader builds credibility, sets the right priorities, and gains traction quickly.
How It Works
A structured search, with support through the first 90 days.
Weeks 1–2: Clarity Up Front
We align on what you need and what success looks like—scope, priorities, decision-making, leadership expectations, and the dynamics a candidate will be stepping into.
Weeks 3–6: Sourcing & Screening
We conduct targeted outreach through our network and the broader market. Candidates are evaluated for advancement expertise, leadership judgment, and fit for your environment.
Weeks 7–10: Interviews & Selection
We help structure interviews, keep evaluations consistent, and support decision-making. We complete references for finalists and assist with offer strategy.
Month 1–3: Integration Support
We check in at 30, 60, and 90 days with both the organization and the new leader. If something is off early, we address it before it becomes a pattern.
From Clarity to Traction
Searches succeed when expectations are aligned early, evaluations are consistent, and new leaders are supported as they step into the role.
Role Definition
The role is clearly scoped—priorities, authority, and working relationships are understood before the search begins.
Rigorous Evaluation
Candidates are assessed consistently for leadership judgment, advancement expertise, and fit for the organization’s reality.
Aligned Selection
Stakeholders are aligned around what matters most, so decisions are confident and durable.
Early Momentum
The new leader is supported through onboarding and early decision-making, accelerating credibility and impact.
Ready to Talk About Executive Search?
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