Our Approach

Competitive advantages that Carlson Beck brings to each search on behalf of clients include:

Strategic Thought and Partnership – Each Partner creates an active partnership with his or her clients, serving as a “trusted advisor,” guiding the client team through the search and assessment process. Each Partner meets with the clients’ Board members to counsel and develop an effective search strategy, share market intelligence and feedback, and provide industry context.

Partner-led Experience – Partners interview each presented professional and prepare a detailed background history and assessment for each candidate. Honest, direct appraisal of candidates is a critical and unique component of our value proposition to clients and candidates. The search team stays with the client for the entire process.

Deep Commitment to Our Clients’ Missions – Our professional and personal work demonstrates our commitment to our clients’ work. Our professional objectives are to find the absolute best talent for organizations, whether it is a top-of-organization position or a top-of-function role. We are seeking the best leadership and the best fit possible. Our personal commitment to the nonprofit and philanthropy sectors is evidenced by our volunteer work as directors on Boards and as philanthropists supporting high-impact organizations.

PROVEN METHODOLOGY

The Five Phases of Search

We make every effort to include as diverse a candidate pool as possible, drawing upon well-developed networks, affinity groups, and industry associations.

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Phase One: Organizational Consulting

  • Meet with Client Search Committee members, key staff, and key stakeholders to understand and calibrate organizational requirements for the position as well as to understand the organization’s culture.
  • Understand and assess the dynamics and current situation of the client organization.
  • Draft, review and edit, and finalize the Position Specification.

Phase Two: Candidate Identification & Outreach

  • Engage with members of the Board, senior staff, and other stakeholders and community members to identify prospective candidates.
  • Perform independent research to identify potential candidates.
  • Create listing of initial professionals to be approached.
  • Create and confirm an outreach strategy to increase the probability of individuals’ consideration of the opportunity.
  • Solicit, review and assess professional submissions from candidates in response to our outreach.
  • Facilitate Search Committee review of professionals’ presentations of qualifications.

Phase Three: Interviewing and Presenting

  • Interview and qualify candidates employing competency-based assessment.
  • Interview internal candidates, as appropriate.
  • Prepare candidate presentations for Client Search Committee.
  • Assist Client in setting up interviews and facilitate a successful interview process.
  • Present qualified candidates to the Search Committee.

Phase Four: Selection and Presentation of Offer

  • Consult to Client Search Committee on candidate selection.
  • Conduct 360-degree referencing.
  • Assist in structuring and presenting offer.
  • Facilitate communication internally and externally regarding acceptance of offer.

Phase Five: Transition Planning and Follow Up (after the conclusion of the search)

  • Follow-up with successful Placement and Client to ensure successful transition at 60- and 90-day intervals, as well as at the six-month and 12-month anniversary of the Placement’s start date.
  • Work with Transition Committee and Placement on professional development plan for the first 12 to 24 months based on feedback from the confidential referencing process.
  • Draft 90-day, six-month, and 12-month workplans if desired by Client and in collaboration with the Placement.