Executive directors, development leadership, program leadership, and operations across mission-driven organizations. We recruit people who run nonprofits like the businesses they are.
Where we focus inside the nonprofit space.
Executive Directors, CEOs, COOs, CFOs, CDO
CDOs, Major Gifts, Annual Fund, Grant Writers, Foundation Relations
Program Directors, Program Managers, Program Officers
Nonprofit CFOs, Controllers, Operations Directors
Marketing Directors, Communications, Storytelling
Board Members, Board Chairs, Governance Consultants
The sub-specialties we recruit across in nonprofit.
A candidate-centric approach that ensures alignment not just in track record — but in values, motivations, and long-term fit with the mission, the board, and the operating reality of the organization.
Examine the candidate's actual work — programs led, dollars raised, boards served, missions advanced — and the patterns that predict how they will lead inside your organization.
Surface how a candidate thinks about mission, beneficiaries, stewardship, and where they will draw a line on strategy or spending.
Understand what is genuinely driving the move. Mission alignment, scope, leadership, compensation, growth — and whether the role offers it for the long run, not just the next chapter.
Pinpoint depth in development, programs, finance, governance, or the specific leadership capabilities the mission demands.
Comp, scope, board fit, geographic flexibility, growth trajectory — the realities that determine whether someone takes the role and stays.
Mission attracts people. Alignment keeps them. A misaligned hire shows up in development, programs, board confidence, and culture — fast. The resume tells you what they have done. It does not tell you whether their drive is rooted in your mission or in a season of their own career.
We screen for the operational realities — dollars raised, programs scaled, boards served, governance experience, financial stewardship — and then we do the harder work: understanding how a candidate handles a difficult board chair, a major-donor conversation, a program decision under budget pressure, and whether their values genuinely line up with what your mission requires.
Nonprofit fit is also about mission alignment and chemistry, and that is hard to read off a resume. The strongest hires earn the trust of donors, boards, and staff alike — they steward relationships with care, lead through scarcity without losing heart, and keep the mission at the center when the budget gets tight. We take the time to understand your mission, your board, and what the role truly demands, so the person we send advances the cause rather than just filling a line on the org chart.
And we do not disappear once the offer is signed. The first 90 days reveal whether a nonprofit hire will truly stick — whether they earn the board's trust, connect with your donors, and move the mission forward instead of just keeping the lights on. We stay close through onboarding so the placement holds, the ramp-up is smooth, and the person you bet on becomes the leader your mission relies on.
The process is intentionally simple.
We start with a conversation about what success looks like 90 days in.
You will see a small, qualified slate.
We are around through onboarding and the first 90 days.