Hiring Nonprofit Executives: How an Executive Recruiting Firm Ensures a Successful Search

Building a successful nonprofit requires strong leadership to run the organization. Finding mission-driven leaders with the right mix of skills and experience is no small task, and running a search can be time-consuming. This is especially true for volunteer Board members who must spend time coordinating the process while also working their “day jobs.”

To assist with the process, most nonprofit organizations engage executive search firms when beginning a search for their next executive.

If you’re a board member of a nonprofit, here’s what you should consider when thinking about working with an executive search firm to find your next nonprofit leader.

Forming a Search Committee

Forming a well-rounded Search Committee is a best practice that an executive search firm can assist with. A Search Committee ensures all stakeholders are represented when determining job scope, evaluating candidates, and selecting finalists, increasing the likelihood of a successful executive search.

When building the Search Committee, your organization should consider including a diverse representation of board members, staff, donors and others with close ties to the organization. Involving a variety of stakeholders assures those not part of the search process that their voices are being heard and their interests are accurately represented by the Search Committee.

Selecting a leader or Search Chair is another critical component of forming the Search Committee. The Search Chair typically serves on the Board and is patient, an influencer and a strong communicator who is able to command the respect of the rest of the Board (and vice versa).

The Search Chair must also have time to dedicate to the search and often works closely with the executive recruiting firm.

Aligning the Candidate Profile

Deciding on the overall profile of an ideal candidate can be one of the most challenging steps in conducting a nonprofit executive search. Search Committee members often provide varying, and sometimes contrasting, input about how a candidate will be successful.

An executive search firm is an independent voice of reason and should be skilled in facilitating a productive discussion among the Search Committee members.

As an objective third-party, the firm helps your organization identify the skills, experience and culture fit needed without having any bias.

180one has found that distributing a Candidate Profile document that captures the Search Committee’s discussion and summarizes the traits and skills needed for success is the most effective way to align the Committee members and move toward a common goal. The Search Committee reviews this document, provides edits and agrees upon it before the search continues.

Although there may be many varied opinions, we often recognize common themes.The Candidate Profile approach forms a consensus among the Search Committee members and avoids any misunderstanding or confusion later in the search.

Identifying Candidates

The value of working with an executive search firm is most clear when the time comes to source candidates for the position. Unfortunately, not all executive search firms provide the same level of value.

When evaluating a recruiting firm, make sure you understand the techniques the firm uses to identify and recruit candidates. And their approach should be carefully vetted. Some firms, for example, rely too heavily on the traditional job posting approach, which provides access to only those candidates currently in a job search. This approach represents a very small percentage of the viable talent pool.

A firm that is more active and current in its sourcing process can provide much more value. Look for firms that target specific organizations and professionals within those organizations, generating a more tailored pool of candidates who meet the skills outlined in the Candidate Profile.

For example, during a recent nonprofit executive search conducted by 180one, we targeted other nonprofit organizations similar in complexity to our client’s organization as well as those with a similar structure in the for-profit sector.

Our approach yielded a much larger qualified candidate list than if we had only targeted local nonprofits, resulting in the selection of a candidate who came from a for-profit organization with a reputation for being mission-focused.

Coordinating the Interview Process

The Interview Phase is one of the most important stages in a nonprofit executive search, both for your organization and for the candidates.

An executive search firm should provide guidance to the Search Committee with regards to the size of the interview team and the appropriate format for the interview process. Search Committees are often large, so 180one recommends that a Search Committee select no more than 3 members to conduct initial interviews, which keeps the interview team consistent and continues the search’s progress.

The proper interview format depends on a number of factors, and an executive search firm can help you determine whether to conduct formal, panel or one-on-one interviews, as well as provide recommendations on interview questions.

Interviews are as much for the candidate as they are for your organization, so it’s important to facilitate the best experience for everyone involved.

Selecting the Final Candidate

Executive recruiters provide additional expertise when it comes to selecting finalists, negotiating offers and onboarding at the conclusion of a nonprofit executive search.

During the Selection Process, the Search Committee reviews the top candidates, votes on recommendations for the finalist and submits that recommendation to the Board. An executive search firm manages this process by helping to develop a voting system and troubleshooting any potential roadblocks that may stand in the way of a successful selection.

Based on our experience facilitating the Selection Process, 180one advises that the Search Committee ranks the finalists and discusses if anyone besides the number-one candidate could be a viable option for leading your organization. We recommend this in case the Board does not approve the Search Committee’s nomination or the top candidate rejects the offer.

Knowing your “back-up” candidates ahead of time allows your organization to maintain the efficiency and momentum of the process and avoids having to restart the search.

Conclusion

Recruiting executive leadership for your nonprofit can be challenging, but finding the right leaders can have a significant impact on your organization and the nonprofit sector in your community.

Enlisting an executive recruiting firm like 180one to run your search is a smart and efficient way to ensure you find the best candidate to lead your organization.

Here’s what you need to remember:

Form a Search Committee - An executive search firm will help your organization form a well-rounded Search Committee that will include the diverse voice, opinions and perspectives of your nonprofit.
Create a Candidate Profile - A Candidate Profile is a powerful tool to align the vision of Search Committee members and maintain focus throughout the search.
Identify the Candidates - An executive search firm should go beyond traditional search methods, identifying target organizations and networks to find your ideal candidates in.
Conduct the Interviews - A search firm will advise your nonprofit on how to conduct interviews that serve both your Search Committee and your top candidates.
Select a Final Candidate - When reviewing your top candidates, make sure to identify a potential back-up choice, in case the top candidate is not approved by the Board.

If you’d like to learn more about how 180one can help with your nonprofit executive search, contact us or learn more about our how our targeted recruiting process might be a fit for your organization.

Photo Credits: Playing Futures, Caitlin Childs,Shutterstock, Texas A&M University

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New Opportunity: Director of Global Supply Planning & Logistics

By Effie Zimmerman • October 26, 2026

Director of Global Supply Planning & Logistics ABOUT THE COMPANY A-dec is the premium leader in the dental equipment industry, designing and manufacturing products that span dental chairs, lights, handpieces, furniture, air management, infection control, and delivery systems found in dental offices and operatories. With over 1300 employees and headquartered in Newberg, Oregon, A-dec’s familial culture and values have been attributed to their commitment to the Newberg community and its employees through various investments and programs. ABOUT THE POSITION Reporting directly to the SVP Manufacturing & Supply Chain, the Director, Global Supply Planning & Logistics leads A-dec’s planning and fulfillment organization – supply planning, production planning, inventory control; the Sales, Inventory & Operations Planning (SIOP) process, trade and transportation, and warehousing and shipping. The Director owns the SIOP process and is accountable for material availability, on-time delivery, inventory, and working-capital performance. The Director will learn A-dec’s current practices and processes while looking for opportunities to transform our supply and inventory planning into a robust, customer-centric, data-driven supply and inventory planning capability. This role will lead the planning operating model, introduce modern tools and analytics (including AI), find more efficient processes, and continually invest in and build our logistics and planning talent. DUTIES & RESPONSIBILITIES Owns and runs the SIOP process, balancing demand and supply across the enterprise. Leads supply planning, production planning, and inventory control to meet customer demand while achieving working-capital targets. Oversees trade and transportation, warehousing, and shipping to ensure accurate, on-time delivery of materials and finished goods. Leads the transformation of planning from a master-planner-driven model to a robust, data-driven supply and inventory planning capability. Owns and improves the planning operating model — process, roles, standard work, and governance. Identifies and deploys planning tools, systems, and analytics, including AI, to advance planning decision-making, and builds the data quality required to use them. Drives on-time delivery, inventory turns, forecast and plan accuracy, and service-level performance. Leads and develops the planning and logistics organization, building a high-functioning team and developing future leaders. Partners with the Director, Global Sourcing & Contract Manufacturing through the SIOP process and the supplier-to-plan handoff, and with Manufacturing, Finance, and Sales & Marketing to support growth, financial, and quality objectives. Defines, monitors, and reports planning and logistics key performance indicators, using scorecards to manage performance. Leads inventory and excess-and-obsolescence management and supply continuity within planning and logistics. Develops and manages the planning and logistics budget. Promotes and fosters a culture that results in a safe working environment, sponsoring EHS initiatives. QUALIFICATIONS Knowledge, Skills and Abilities Excellent presentation, communication, and customer skills. Proven leadership skills and effective problem-solving skills. Ability to influence up, down, and across the organization. Strong change-leadership skills with the ability to design operating models and build organizational capability. Education and Experience Bachelor’s degree in supply chain, engineering, business management, operations or similar focus. At least ten years of increasing responsibility in supply chain planning functions. At least five years of people leadership experience. Demonstrated experience owning the SIOP/S&OP process and driving on-time delivery, inventory, and working capital performance. Proven experience leading a planning transformation – moving from manual or master-planner approaches to systemic, data-driven planning. Experience implementing planning systems, tools, and analytics; experience with AI or advanced analytics preferred. Experience leading logistics operations (trade and transportation, warehousing, and shipping) at scale is preferred. Experience leading and developing multi-functional teams and future leaders. Interested in Learning More? 180one has been retained by A-dec to manage this search. If interested in learning more about the opportunity, please contact Nicole Brady at 503-699-0184 or via email at nicole@180one.com .

New Opportunity: Chief Information Officer

By Effie Zimmerman • October 20, 2026

Chief Information Officer ABOUT THE COMPANY With roots dating back to 1938, The Papé Group is the West’s leading supplier of capital equipment solutions. Today, Papé operate across nine states with over 4,000 team members, proudly representing premier brands including John Deere, Kenworth, Hyster, Ditch Witch, and more. What sets Papé apart is its commitment to long-term relationships, both with customers and employees. As a fourth-generation, family-led business, Papé believes in the value of a handshake, the importance of service, and the impact of leadership that stays close to the work. ABOUT THE POSITION The Chief Information Officer (CIO) provides leadership and management of the information technology function for the company. The CIO is responsible for providing leadership and development to the corporate technology team, including software development, infrastructure, support, web development, database administration, and applications development. The CIO will partner with company-wide business leaders to align their business needs as well as corporate initiatives with cost-effective technology strategies and solutions to achieve those goals as the company continues to grow and evolve. Examples include the company’s One Customer | One Papé initiative that is designed to strengthen the relationship between customers and the company through a variety of mediums, with a heavy emphasis on leveraging technology. The CIO will be a proven technology and business leader and possess broad-based progressive IT leadership experience. The role requires sophisticated management skills in IT planning, organizational design and development, and process thinking. Papé has completed 25+ acquisitions over the past 8 years, with each acquisition being fully integrated into Papé’s technology infrastructure and systems on day one. Essential Duties and Responsibilities Team Management and Development Lead, train, develop, and coach a high-performance information technology team; identifying appropriate staffing needs, skill sets, or alternative outsourcing. Align IT's organizational structure and initiatives with company-wide requirements for technology solutions, information needs and security requirements. Responsible for optimizing the IT demands and the supply capacity of the teams to prioritize the assignment of resources. Set objectives and strategies for the IT team. Strategic and Business Planning Develop and execute short-, mid-, and long-term strategic technology and system roadmaps that translate business requirements into projects, goals, objectives, and deliverables with the business partners and end-user experience in mind. Establish the objectives for operations, maintenance, and enhancement of the IT systems and a plan for continuous improvement of the service levels. Help define IT infrastructure strategy, architecture, and processes. Drive a coordinated ERP approach across all of Papé’s operating companies to ensure the success and integrity of the overall design and integrations with other technologies. Technology and Infrastructure Full operational management responsibility for information and telecommunication technology functions and services; ensures appropriate implementation and support for business systems by managing and coordinating applications development/maintenance, data processing, data center infrastructure, local/wide area network administration, office automation, and technical support activities. Responsible for building and optimizing the evolving needs of system-level architectural capabilities to support the data and integration strategies. Evaluate effectiveness, efficiency, and costs of existing technology and systems, research new or alternative solutions, and make recommendations to senior management as appropriate. Maintain working knowledge of new and evolving technologies and systems for possible application to development or future organization needs. Identify emerging issues in technology and digital processes and develop strategies to implement value-added technology, collaborating with functional areas of the business impacted. Participate in the evaluation of new tools, platforms and technologies and articulate the business case for investments. Provide architecture leadership around technology interfaces with systems outside of the ERP, including those that reside with the OEMs, and the company’s CRM. Ensure that the organization continues to stay current with the latest technology security applications and tools to guard against cyber threats. Project Management Develop and manage project plans in collaboration with functional business leaders to ensure proper resource utilization, expense management, and timely completion. Leads large IT projects, including the design and deployment of new IT systems and services. Develop and manage the annual information technology department budget; includes project planning, expense management, and external resource utilization. Prioritize, assign, and manage a portfolio of technology projects in support of business goals; ensure delivery of projects within time and cost limitations. Partner with other functional leaders on implementation and company-wide adoption of new technology and/or processes through effective change management. External Relationships Provide expertise and leadership in the selection and management of vendors to provide low-cost, high-efficiency solutions. Represent Papé at industry conferences and be an active member with the OEMs to help influence technology outcomes. Business Partnering Engage, build, and partner with executive leaders and key stakeholders to ensure alignment with current and long-term business objectives. Work closely with cross-functional leaders to identify technology business needs, develop collaborative solutions and execution plans in alignment with the business strategy. Be obsessed with delivering results, insist on high standards, possess a knack for thinking strategically and “finding a way”, and an external awareness and curiosity to innovate and disrupt within the capital equipment market. Participate, as a member of the business leadership team, in strategic planning activities by providing systemic and technological solutions where business opportunities or challenges are identified. Ensure a business intelligence structure and tools are in place to deliver appropriate information to decision makers. Qualifications Bachelor’s degree in information systems, business, or equivalent analytical and strategic management capabilities acquired through on-the-job experience and training. 10+ years of progressive leadership experience with 5+ years in a senior leadership position managing a similar scope and size technology team. Proven success leading IT, preferably in a complex, multi-location, multi-business organization, preferably involving equipment dealerships, distribution, or similar operationally intensive businesses. Experience integrating and progressively modernizing custom legacy applications alongside cloud, SaaS, and emerging AI technologies. Ability to analyze business needs and recommend and implement appropriate solutions. Ability to develop and collect key performance indicators to measure performance. Experience managing a wide variety and scope of information technology projects that successfully achieve time, cost, and operational expectations. Comprehensive knowledge of IS technology architecture, software, ERP experience, cloud computing, mobile computing, IT security, and company-wide training. Experienced in leading teams of IT professionals and staff across multiple technical disciplines Ability to communicate vision, motivate workforce, create effective teams, and build strong peer relationships. Ability to prioritize and manage multiple ongoing projects and responsibilities to meet business technology needs. Experience in developing and supporting customer-facing business systems and/or implementing related digital transformation initiatives. Strong ability to collaborate functionally with other management and leadership team members. An effective communicator who clearly and concisely conveys information and ideas to all levels of the organization and uses your influencing skills to advance shared interests and business goals. Innovative problem solver with critical thinking skills and strong analytical abilities. Experience with system integration and change management. Interested in Learning More? 180one is assisting The Papé Group in this search. If interested in learning more about the opportunity, please contact Tom Haley/ 503.334.1350/ tom@180one.com .

New Opportunity: Chief Financial Officer

By Effie Zimmerman • October 13, 2026

Chief Financial Officer ABOUT THE COMPANY Kenworth Sales Company is a multi-generation, family-owned commercial truck dealership founded in 1945 and headquartered in West Valley City, Utah. With more than 1,400 employees across 38 locations, the company provides comprehensive truck sales, parts, service, leasing, rental, and financing solutions throughout the Intermountain West and Mid-Atlantic regions. Recognized as Kenworth Dealer of the Year in both 2020 and 2025, Kenworth Sales Company has built its reputation on quality products, superior service, and a long-standing commitment to its customers and communities. ABOUT THE POSITION Reporting directly to the President, the Chief Financial Officer provides strategic leadership and oversight across accounting, financial reporting, compliance, information technology, security and risk management, finance, and treasury. As a key member of the senior leadership team, the CFO plays an integral role in shaping the Company’s business strategy, financial direction, capital planning, and overall operations. Essential Duties and Responsibilities SENIOR MANAGEMENT Actively participate as a member of senior management to execute the company’s business strategy. Establish and maintain effective working relationships with the dealer principal, board of directors, family business council, president, COO’s, and senior management. Ensure compliance with the company’s vision, mission, and values. Coordinate the preparation of annual business plans for all departments, including forecasts for future business growth, general economic, industry, and financial conditions. Analyze financial operations and identify areas of improvement. Develop innovative and effective financing strategies to support Company operations and growth. Evaluate growth opportunities including valuation analysis, due diligence, financing, risk assessment, purchase agreement support, and post-acquisition integration planning. Develop and foster productive relationships with outside tax, legal, accounting, banking, insurance, and investment advisors as appropriate to support succession planning for ownership and management. FINANCIAL REPORTING Supervise the company’s accounting and financial reporting systems. Ensure financial statements fully and accurately represent the financial position of Company operations and comply with GAAP standards. Design, maintain, and enforce appropriate internal controls, approval authorities, segregation of duties, financial policies, and fraud prevention processes to safeguard Company assets and ensure the integrity of financial reporting and business practices. Ensure reporting compliance with government authorities and regulators, franchisors, and funding institutions. Engage and coordinate all audit functions as directed by the board of directors. Coordinate and supervise internal audits for compliance with Corporate financial standards and related Company policies and procedures. Develop and maintain financial dashboards, key performance indicators, variance analyses, and management reporting tools that provide Management timely insight into financial performance, profitability, liquidity, departmental results, and emerging business trends. RISK MANAGEMENT Supervise the company's risk oversight, including the identification, management, and remediation of physical, virtual, reputational, financial, strategic, and operational risks inherent in all Company operations. Engage and effectively manage physical damage, liability, and business operations insurance coverage, loss prevention, cybersecurity, etc. CASH MANAGEMENT Supervise the company's cash flow. Develop and review pro forma financial and cash flow forecasts to ensure adequate money supply for Company operations. Oversee customer account services, including the receivables process. Develop and maintain strong banking and lender relationships including credit facilities, borrowing capacity, debt obligations, lender reporting, covenant compliance, and other treasury activities. Administer the company's financial obligations, ensuring compliance with contract terms including accounts payable and payment schedules. INFORMATION TECHNOLOGY Supervise the company’s information technology (IT) program, including cybersecurity oversight, systems reliability, data protection, software and vendor management, disaster recovery planning, business continuity support, and technology initiatives. QUALIFICATIONS Bachelor’s degree in accounting, finance, business, or related field required; MBA and/or CPA preferred. Minimum of 10 years of progressively responsible experience in senior financial, accounting, or audit roles, with experience operating at a leadership level. Strong knowledge of GAAP, financial reporting, corporate compliance, financial analysis, acquisitions, and negotiations. Experience with business operations, information technology, and/or the heavy-truck or commercial vehicle industry preferred. Demonstrated ability to lead, develop, and retain high-performing teams while improving organizational effectiveness. Excellent communication, interpersonal, organizational, time-management, and decision-making skills. Ability to analyze complex business issues, develop sound financial and business-case recommendations, and communicate them effectively to senior leadership. Ability to work independently, manage multiple priorities, and operate effectively in a fast-paced, changing business environment. Willingness and ability to travel as needed for business purposes. Interested in Learning More? 180one has been retained by Kenworth Sales Company to manage this search. If interested in learning more about the opportunity, please contact Lisa Heffernan / 971.256.3076/ lisa@180one.com .