Why Choose JobFitMatters

We’ve been doing this work for nearly twenty years, having conducted hundreds of searches in scores of nonprofit organizations. We know the landscape of the social sector extremely well. We’re very familiar with handling the challenges and problems that your board is going to encounter as you go through the search process, and our seasoned consultants will guide you every step of the way.

Our Extensive Network and Longstanding Relationships

When board members conduct their own search, they tend to end up talking to their limited network of contacts to try and surface candidates. They usually don’t have time to get on the phone and “till the soil” to uncover a sufficient number of candidates. In most cases, they rely on advertising to attract candidates rather than engage in focused research to identify a broad candidate pool.

At JobFitMatters®, we bring an extensive network of nonprofit leaders, board members, and subject experts to the search process, people in the know who have worked with us before and with whom we have longstanding relationships. We’ve been developing that network since 1987. Those folks have inside knowledge about who might be open to considering the position and what it will take to interest them. They also are able to caution us about which names should not be considered. Thanks to our network, we’re often able to gain significant insight into someone’s suitability just by making a couple of phone calls.

Our Tools and Technical Know-How

Powered by SIMA® and with deep expertise in the retained search field, JobFitMatters® brings a level of sophistication to your search that cannot be duplicated in-house. We have tools that are proven to work, and we are masters in the technical aspects of the search process. At the same time, we’re able to offer flexibility and imagination, because no two searches are quite the same. The unique dynamics of your search will require creativity and innovation, and we take pride in our long history of matching our work to the specific needs of our clients.

As a result, your board and search committee won’t have to start from scratch and spend time re-creating the search process and learning how it works. Instead, you can keep your focus on the changes that the organization is experiencing, as well as outline the specifics of what you’re looking for in the new leader.

Our Efficiency and Effectiveness

There’s no way around the fact that executive searches take time. They take time if they’re done right, but ironically they also take time even if done poorly. A Board that mistakenly thinks it can cut corners by doing a search in-house vastly underestimates the amount of time it will end up spending, and also the degree of difficulty involved to do the job right. Indeed, sometimes the do-it-yourself approach actually takes longer than if outside experts had been hired.

Because we know all the elements involved in the search process, we already know what problems and issues your organization is liable to face, as well as what factors are unique to your situation. We’ve developed numerous strategies, tools, and techniques for handling those matters efficiently and effectively. As a result, we can significantly accelerate the search while keeping costs to a minimum.

Our Ability to Drastically Reduce and Focus the Work of Search Committee Members

In addition to conducting the search process, someone has to manage and give direction to that process. When you work with JobFitMatters®, the leader in charge of your search only has to manage us as your search firm, not the entire process. That frees up your search committee to focus on what matters—evaluating candidates.

There are a thousand little details that go into conducting a proper search. Things like keeping track of candidate information, thinking through schedules and travel logistics for candidates who come on-site for interviews, putting together packages on each of the finalists for each member of the board or search committee, briefing interviewers on the best way to conduct the candidate interviews. On and on. We know how to handle those kinds of administrative tasks so that they don’t become headaches for you.

Our Professionalism and Reputation

After your organization has completed a search and hired a new leader, your constituents and others are going to evaluate the quality of the selection process you used. By engaging JobFitMatters®, you will be able to demonstrate that the search was conducted at the highest possible professional level. That will go a long way towards instilling confidence in the decision and engendering trust in the new leader.

A JobFitMatters® principal or partner brings many years of experience to all aspects of the search process. S/he will take charge of the search and help everyone understand how the process works and what their respective roles in it are. S/he will take everyone through a process for gaining a thorough understanding of the type of person who will thrive and excel in the position. S/he will use her expertise in sourcing, interviewing, qualifying, and selecting suitable candidates. S/he will work on the search full-time, spending more than fifty hours a week doing research, talking with people in our network, conducting telephone and face-to-face interviews with candidates, checking references, and applying his/her judgment to the selection process.

Because we’ve been doing that kind of rigorous, professional service for nearly two decades, we’ve developed an outstanding reputation as one of the pre-eminent firms specializing in nonprofit search in the United States. For many of our clients, we’ve become the “go to” shop when they need to make a key hire. And many others have come to us by way of satisfied clients who referred them our way.

Our Ability to Run Interference and Reduce Political Risk

The transition to a new leader always involves political dynamics. But when a search is done internally, those problems can escalate out of proportion. For example, friends or family of board members or key donors who are good people but unqualified for the position may hear about the job and want to be considered. When you have to tell those folks that they didn’t make the short list, relationships can be damaged. Of course, there’s also the danger that one of those unqualified candidates might actually get hired because no one wanted to take the political heat to eliminate them along the way.

There can be other problems, as well. An internal candidate may aspire to the position without understanding what is actually involved in it. Someone who has seniority with the organization may assume that s/he is next in line to get promoted into the job. The outgoing leader may be the organization’s founder, which raises a host of political challenges. And the outside interests of a community or foundation may play into the dynamics of the hiring decision.

It has been proven that by working with JobFitMatters®, you can minimize or avoid a lot of these political pitfalls. As objective outsiders, we’re able to screen applicants through a carefully designed filter that you and your leadership have approved. We can have conversations with people that might be difficult for you to have. We can make discreet inquiries into candidates’ qualifications and backgrounds that you would not likely be able to access. In short, we can help you keep the process above board, on track, and resistant to political
pressure or manipulation.