Finding the right executive leader is one of the most important—and high-stakes—decisions an organization can make. Partnering with a retained executive search firm can provide the structure, expertise, and access needed to identify top-tier talent. But success depends not only on the search firm’s capabilities…it also hinges on how clients engage in the process.
We’ve worked with a wide range of clients in the nonprofit, public, and private sectors. Over time, we’ve observed several common missteps that can hinder the search process and compromise outcomes. Below are six pitfalls to avoid, along with practical recommendations to ensure a productive and successful partnership.
1. Not Aligning Internally Before Starting the Search
The Pitfall: Conflicting priorities among board members or internal stakeholders can lead to delays, confusion, or disagreements mid-search. If key decision-makers aren’t aligned on the role’s scope or desired qualifications, the process can stall—or result in a hire that doesn't meet expectations.
How to Avoid It:
- Invest time at the outset to clarify the position’s purpose, priorities, and leadership expectations.
- Facilitate internal discussions (with or without your search partner) to develop consensus on what success looks like in the role.
- Determine who will be involved in the decision-making process and assign a lead contact to manage communications.
2. Failing to Commit to the Process
The Pitfall: Executive searches are collaborative endeavors. Delayed feedback, missed meetings, or inconsistent participation can undermine momentum and reduce candidate engagement.
How to Avoid It:
- Designate a primary point of contact to liaise with the search firm and shepherd the process internally.
- Treat the search as a priority project: schedule interviews and milestone check-ins early.
- Provide timely, constructive feedback after candidate reviews or interviews to keep the process moving forward.
3. Overly Narrow or Unrealistic Candidate Expectations
The Pitfall: Sometimes, organizations seek a candidate with a long list of qualifications that don’t reflect market realities...creating a “unicorn” profile that no one can fulfill.
How to Avoid It:
- Lean on your search partner’s market knowledge to understand what types of candidates are available and competitive.
- Consider candidates with adjacent experience or transferable leadership skills, rather than focusing solely on industry or technical fit.
- Identify “must-haves” versus “nice-to-haves” to broaden the pool of strong candidates.
4. Undervaluing the Candidate Experience
The Pitfall: High-performing candidates are evaluating your organization as much as you’re evaluating them. Disjointed communication, slow responses, or a disorganized interview process can turn off top prospects.
How to Avoid It:
- Ensure candidates receive prompt updates and respectful, timely scheduling.
- Provide a consistent message about the organization, the role, and the timeline.
- Use interviews to create a welcoming and informative experience that reflects your organization’s culture and professionalism.
5. Making Compensation Decisions Too Late
The Pitfall: Waiting until a finalist is identified to begin serious discussions about salary and benefits can delay or derail the offer stage.
How to Avoid It:
- Establish compensation parameters early in the search process.
- Use your search partner’s market data to build a competitive, equitable offer aligned with your budget and peer benchmarks.
- Be transparent about constraints and flexible where possible to ensure alignment with the candidate’s expectations.
6. Overlooking Onboarding and Transition Planning
The Pitfall: Even the best hire can falter without a structured onboarding process. Some organizations consider the search “complete” once the offer is accepted, leaving the new leader without adequate support.
How to Avoid It:
- Plan for onboarding and transition support as part of the search process.
- Engage the search firm to assist with early check-ins, feedback loops, and transition milestones.
- Assign internal champions or mentors to help integrate the new executive into the organization’s culture and operations.
Executive search is not just about filling a position…it’s about identifying a leader who aligns with your mission, culture, and strategic direction. Working with a search firm should feel like a true partnership, not a transactional handoff. By staying engaged, being clear about expectations, and avoiding these common pitfalls, your organization will be better positioned to make a successful and lasting executive hire.
Interested in learning more about our executive search process? Contact us to discuss how we can help your organization attract and retain the right leadership for the future.