We believe that hiring the right leader can transform an organization’s future. We lead customized search processes that meet our clients’ needs and budgets. Our team pairs data-driven candidate sourcing with high-touch relationship building,
ensuring you find a leader who not only fits your role but amplifies your mission. We have the proven ability to match organizational culture and leadership needs.

The team is led by Stacey Konner, a Certified Diversity and Inclusion Recruiter, who has successfully completed over 300 nonprofit executive searches. Stacey is also a Certified Diversity Sourcing Professional and proactively finds and engages
hard-to-find, diverse, and underrepresented passive talent.

Searches for nonprofit executive leadership can be done with varying levels of involvement from Metamorphic Consulting. Below are three options for consulting engagement:

Level One provides a very limited scope (customized as needed), typically focused on recruiting and supporting the search committee and/or hiring manager.

• Contact potential candidates and connectors identified by staff/board/stakeholders and from sourcing (variable scope defined by a set of budgeted hours).
• Refer candidates directly to the client for screening or Metamorphic Consulting can provide screening.
• Provide support and advice to the search committee and/or hiring manager as needed.

Level Two search services provide comprehensive leadership and support to the search process, including assessment, recruitment, interviewing, and selection.

• Conduct a needs analysis for this position focusing on the organization’s current strategy, culture, opportunities, and challenges. Facilitate a discussion of the position’s roles and responsibilities. Clarify the position requirements regarding education, skills, and traits needed to be successful in this key position.
• Gather information and provide counsel on the compensation range, benefits, relocation, reporting relationships, specific responsibilities and deliverables, etc.
• Draft a position profile and announcement for the position.
• Develop a recruitment strategy and plan with detailed steps, including developing a call list.

• Advertise in publications, listservs, and websites identified in the recruitment plan.
• Contact all potential candidates identified by the board, staff, and stakeholders.
• Actively source passive candidates, build a customized list of potential candidates and pursue to engage their interest.

• Respond to all mail, internet, and telephone inquiries.
• Screen all incoming applicants and conduct interviews.
• Compile portfolios for all top candidates and share with the search committee/hiring manager to determine semifinalists.
• Semifinalist interviews with the search committee/hiring manager via Zoom to determine who should move to the finalist round.
• Coordinate logistics and communication to support on-site interviews with finalists selected by the search committee or hiring manager.
• Attend and support the interview process. Lead deliberations.

• Conduct debriefs and follow up with candidates.
• Facilitate the hire decision and finalize the terms of the offer.
• Negotiate an offer with the candidate.

Groups engaged in a full search often invest in the success of the search by focusing on other important organizational needs and priorities. Level Three provides a menu of additional services provided by Metamorphic Consulting that can be added to a Level Two search. These investments are often best done in advance or concurrent with the search process.

• Board training and facilitation related to key questions or issues that need to be resolved.
• Refinement/refreshing of the strategic plan, fundraising plan, and/or other core documents.
• Review/refinement of personnel policies and professional development programs.

Once the hire is complete, welcoming the new leader might need some help. Metamorphic Consulting can provide support to the organization in announcing and onboarding the new staff member.

• Promotion and communication about the position (traditional/social media, other tools).
• Identify critical introductions/relationships for the new staff member and strategy for engagement with major donors, funders, organizational partners, and others.
• Provide advice and tools to support the onboarding process.
• Provide support directly to the new leader as they navigate the new organization.
• Short-term work planning to help with the first 100 days on the job.
• Specific strategies and support for building and nurturing board relationships.

• Provide 1:1 coaching for new leaders.
• Provide coaching for a new leader and board chair to strengthen the partnerships and clarify roles/responsibilities.