Common Questions About Nonprofit Hiring Firms

Choosing the right hiring partner can make or break your next executive search. Whether you're looking for a new Executive Director, VP of Development, or CFO, working with a nonprofit executive search firm can help you navigate the process with clarity, confidence, and equity in mind.

But if you’ve never worked with a search firm before — or if you’ve had mixed experiences — you might have questions. This guide will walk you through the most common questions nonprofit boards and leaders ask about hiring firms, and how to choose the right partner for your mission.

Why Do Nonprofits Hire Executive Search Firms?

Nonprofit organizations hire search firms to access expertise, save time, and ensure a more strategic, inclusive, and effective hiring process. A good firm helps you go beyond the resumes in your inbox — reaching passive candidates, refining your messaging, and creating a structured process that leads to better outcomes.

Top reasons to partner with a firm:

• You don’t have internal HR capacity or expertise in executive hiring
• You want to reduce bias and improve equity in your process
• You’re filling a sensitive or high-stakes leadership role
• You want to attract candidates beyond your existing network
• You need help aligning your board and staff around the search

Pro Tip: Hiring a new leader is one of the most important decisions your organization will make. It’s worth doing well — and doing it with support.

How Does the Process Actually Work?

It’s not just about sourcing — it’s about strategy.

While every firm operates a bit differently, a typical executive search process includes the following phases:

1. Discovery & Alignment

   Deep dive into your mission, culture, goals, and role needs. Often includes stakeholder interviews and organizational assessment.
2. Opportunity Profile Development

   Crafting a compelling, equity-focused position profile that reflects your values and vision for the role.
3. Outreach & Recruitment

   Active sourcing across diverse candidate pools, networks, and industries. Passive and active candidates are considered.
4. Screening & Evaluation

   Behavioral interviews, structured assessments, reference checks, and DEI-informed evaluation criteria.
5. Final Selection & Support

   Facilitation of board interviews, decision-making guidance, offer negotiation, and sometimes onboarding advisory.

At Maneva Group, we act as a strategic advisor at every step — helping you hire with clarity and confidence, not chaos.

Will We Still Be Involved in the Process?

A good search firm doesn’t replace your board or hiring team — they empower it. You’ll be involved in key stages, including:

• Aligning on role scope and priorities
• Reviewing recommended candidates
• Participating in interviews and final decisions

The firm manages logistics, sourcing, screening, and strategy so your team can focus on decision-making, not administrative lift.

Collaboration is key: The best outcomes happen when boards, staff, and search partners are aligned and communicative.

How Long Does an Executive Search Usually Take?

Timelines vary based on the role, location, market conditions, and organizational readiness, but most searches follow a general pattern:

• Weeks 1–3: Discovery, role alignment, opportunity profile
• Weeks 4–9: Outreach and initial candidate interviews
• Weeks 10–12: Finalist interviews, references, offer
• Weeks 13–16: Transition planning and onboarding prep

Need to move faster? Some firms offer accelerated searches or interim leadership placements while you search.

How Much Does It Cost to Hire a Search Firm?

Most firms charge a flat fee or a percentage of the role’s annual salary. Typical executive search fees for nonprofits range from 28% to 35% of the annual salary, depending on complexity, scope, and firm size.

What you're paying for:

• Expert sourcing and outreach
• Structured, unbiased candidate evaluation
• Project management and time savings
• Risk mitigation and better hiring outcomes

Ask This: What kind of guarantees are included?

How Do We Know if a Firm is Right for Us?

When vetting search partners, look for alignment in:

• Nonprofit expertise: Do they understand mission-driven leadership?
• Equity practices: How do they reduce bias and expand access?
• Recruiter Experience: Who will actually do the work on the search and how seasoned are they?
• Search process: Is it structured, inclusive, and transparent?
• Partnership style: Will they be collaborative and communicative?
• Success metrics: What are their placement and retention rates?

Ask for references and review recent placements in similar organizations.

What If We’ve Had a Bad Experience in the Past?

Not all firms bring the same level of care, strategy, or values to the table. If you've had a negative experience, consider:

• Was the firm aligned with our values?
• Were we clear on the process and expectations?
• Did we feel supported and informed throughout?

At Maneva Group, we often work with organizations who’ve struggled in prior searches. We prioritize transparency, mission alignment, and inclusive practices to rebuild confidence in your hiring process.

Final Thoughts: Search Firms Should Extend Your Capacity — Not Replace Your Voice

Hiring a nonprofit executive is too important to leave to chance. A great search firm doesn’t take over — they amplify your voice, clarify your vision, and bring the expertise to find transformational leaders.

At Maneva Group, we’re more than recruiters. We’re your strategic partner in hiring leaders who will carry your mission forward.

Let’s Talk

If you’re considering an executive search, we’d love to learn more about your goals. Schedule a Consultation with our team to explore how we can support your next leadership hire.