Category: Executive Search

You have lost or about to lose your Executive Director, what do you do?  This is what we recommend:

Don’t Panic! – Panicking is a natural response, which then forces a rash decision. Step back and evaluate the issue in its entirety.

Assess – Assess the situation to determine the timeframe for the departure, the priorities that will need to be redirected and the communication that will need to be done.

Reassign – In the interim, if you have a larger staff, reassign key duties from the Executive Director to other members of staff. Determine which Board members will take over external communication (if necessary).

Hire an Interim Executive Director – Find a quality firm that can pick up the pieces on an interim basis until you can find your permanent replacement. An interim Executive Director can effectively lead the organization through key strategic areas while you search for a replacement.

Conduct a Search – The next step is to either conduct a search on your own or hire a professional executive recruitment firm. 

Transition – Typically it takes 90-150 days to bring on board your new Executive Director. Schedule a period of time (up to 14 days) with your interim Executive Director and new Executive Director to transition knowledge. This is highly important.

Association Options is skilled at picking up the “ball” and moving it forward while you worry about filling the position.  The most important element of hiring Association Options is that momentum on key issues can continue.  You can’t afford to lose progress.

The need to conduct an executive search for a new executive director or chief staff officer is never planned and often occurs due to performance or retirement/new opportunities.  Association Options’ executive recruitment serve takes the burden away from the board in managing the process and allows it to concentrate on hiring the right candidate.  The following is our commitment to you:

Initiate the executive recruitment search process through our trained experts (executive recruitment)

Work with the board on the attributes of the candidate (fit is as important as qualifications)

Develop a job description that accurately captures the ideal candidate (dive deep into the needs of the position)

Utilize Association Options own network of potential candidates to weed out unqualified talent (list of local and regional resources are used)

Solicit resumes and work with our own pool of candidates to indentify a set of professionals that meet the job descriptions needs

Work to identify Certified Association Executive candidates if that is a designation desired by your organization (recommended)

Manage all interviews (both live and via phone)

Customize a “day in the office” to provide a good perspective on the candidate over a half-day session (highly recommended)

Summarize all candidates and provide a thorough and unbiased review process

We guarantee the candidate or we conduct another search for no additional fee (100% satisfaction guaranteed)