The search committee should be small and nimble—no more than four people. A smaller group allows for faster decision-making, easier scheduling, and quicker action throughout the process. Having a lean team also ensures that the committee stays focused and can effectively manage interviews and evaluations. If you need guidance, contact us ASAP, and we’ll help you set up a committee that works for your organization.

No, we don’t recommend staff members be part of the search committee. This is the board’s responsibility, and including staff can create confusion about roles. The search committee needs to focus on what’s best for the organization’s future, not its current operations.

However, staff can and should participate at key points in the process. We encourage gathering staff input early on, as their insights can help shape the candidate requirements. Later in the process, senior staff may meet the finalist(s), but typically this is an opportunity for the finalist to lead a discussion, not for staff to conduct interviews. Candidates should be able to answer questions about staffing issues openly and honestly, and this is often best done without staff present.

Yes, appointing an interim leader can be a smart move, especially if the leadership transition was unplanned or sudden. It can often take 6 months or longer to find the right permanent leader, so having an interim in place helps keep the organization steady during that time. An interim leader can reduce tension for both the board and staff by maintaining continuity and focus.

Some boards choose a current senior staff member to serve as acting executive, while others prefer to bring in someone external to serve as an interim. There are pros and cons to each—an internal candidate may understand the organization better, while an external leader brings fresh perspectives. At Talbott Talent, we’ve helped nonprofits navigate this decision and can guide you through selecting the best interim solution for your organization, ensuring your leadership transition stays on track.

Talbott Talent focuses on identifying passive candidates—people who aren’t actively searching but are highly qualified and open to the right opportunity. These candidates often bring unique perspectives and fresh energy to the organization. By leveraging our network and industry connections, we find the right fit without relying on the traditional job boards.

At Talbott Talent, we stand by our placements. If the new executive doesn’t work out within the first year, we will conduct a replacement search at no additional cost. Our goal is to find leaders who align with your mission and help your organization grow for the long term, and we are committed to your success.

Executive searches can take anywhere from 3 months to a year, depending on the role, the decision-making of the board, and your organization’s needs. We spend time upfront not just listening to what you say you want in a leader, but conducting an executive needs assessment to learn what your organization really needs. We then develop the right candidate profile before sourcing and vetting candidates. This ensures we’re finding the best fit for your nonprofit, not just filling a seat.

Absolutely! While many of our searches are for executive roles, we also specialize in retained search for other key leadership positions. Whether it's a director or senior management role, we bring the same level of focus and expertise to ensure you find the right fit. If your organization is struggling to fill a critical position, we can help guide you through the process.

Yes! We exclusively serve nonprofits and associations. Why? Because we understand the unique challenges and dynamics of mission-driven organizations. Our team has deep expertise in nonprofit leadership and governance, so we’re laser-focused on finding candidates who not only have the right skills but also align with your mission and values. This specialization allows us to better support your organization in achieving its long-term goals.