How to go about recruiting a charity chief executive
Recruiting the right charity chief executive will lift your team, steady your direction and build trust with those around you. But charity leadership recruitment is rarely simple, and even with a strong shortlist, interviews don’t always show the full picture of someone’s leadership style, resilience or cultural fit.
If you’re a trustee, on the HR team, or part of a hiring panel, the pressure to get it right can feel overwhelming. But it doesn’t have to be. Whether you’re going it alone or partnering with an executive search firm, taking the right steps early on can save time, cost and a good deal of uncertainty.
Choose your charity CEO recruitment approach
Before you start, think about how to attract a wide pool of candidates. Use inclusive language, check for bias in your criteria and reach beyond the usual networks. A fair and consistent process helps you find stronger, more representative leadership.
You might feel confident that sharing the role through your networks or posting it online will bring in strong candidates. If you’re planning to recruit without external support, make sure you’re combining advertising with digital channels that can reach people beyond your usual circles.
Nine out of ten potential candidates for most roles aren’t actively looking, but many would consider the right opportunity if it came their way.
The story you tell candidates needs to be compelling, honest and engaging, especially if you want to reach people who aren’t actively job-seeking. This is particularly true in charity CEO recruitment, where competition for talented, passive candidates is high.
If you bring in a search partner, take the time to find the right one. Meet a few and ask how they’d approach the brief and who they’ve worked with before. Look for someone who gets what your organisation’s about, works within your budget and knows how to find people you wouldn’t reach on your own.
Speak to other charities they’ve worked with to ask how the process felt and what the relationship was like. Were they proactive? Do they genuinely care? Will they go the extra mile to find someone who’s not just qualified, but the right fit?
There’s no single right way of recruiting a charity chief executive, but these five steps will help you avoid common pitfalls and build a process that works for your organisation.
Five steps to recruiting the right charity chief executive
1. Gain the commitment of other stakeholders
Many of the more challenging CEO recruitment processes we’ve seen have been where key decision makers aren’t involved at the beginning.
Lock in dates early and ensure that everyone, including trustees, HR, and any external consultants, can contribute to the brief before the process begins. It’s much harder to reach an agreement later if people haven’t been part of defining what the organisation needs.
A shared understanding of the role’s context and challenges sets the tone for a smooth executive hiring process; bringing people in late without proper alignment creates unnecessary risk and disruption.
2. Be organised and map out the recruitment process.
Take the time to map out the process from start to finish. It shows respect for candidates and for the time your board and team are putting in.
Get key dates in everyone’s diary early, including closing dates, interviews, panel availability and when shortlisted candidates will meet the team.
If you’re working with a search partner, agree on timelines and responsibilities upfront so you’re clear about who’s doing what.
This helps avoid losing strong candidates and supports a better overall experience in charity leadership recruitment.
3. Be warm and human
The way you present the role says a lot about your organisation. A welcome letter from your Chair or outgoing CEO can help people picture themselves in the job and understand the culture.
It’s a small touch that brings the opportunity to life, giving candidates a sense of the people behind the process and what it might feel like to be part of the team. That sense of connection matters for those who aren’t actively looking but might be open to a meaningful role.
4. Be honest
Don’t shy away from the challenges. Be clear about what the organisation is working through and why you’re looking for particular skills or experience.
People stepping into charity CEO roles are often looking for purpose and alignment. Being open helps the right people see what they could bring and why it matters.
5. Make yourself available
Your diary might be full, but finding space for informal conversations with strong prospects can make a real difference.
Senior charity leaders are often weighing up more than one opportunity. A short, open conversation can give them the confidence to apply and show that you’re engaged in the process.
Being available also tells people you’re serious about finding someone who gets what you do, brings people with them, and wants to be part of your purpose.
Informal chats can show you things that interviews don’t. If you’re down to a shortlist, you could ask candidates to respond to a real challenge your charity is facing, or to spend time with a small group of staff or service users. These moments help you see how someone listens, how they connect, and how they might lead in real life.
That said, be mindful of how much you ask and be respectful of candidates’ time. If tasks start to feel like unpaid consultancy, candidates may disengage, especially those who are already in demanding roles.
Recruiting a charity chief executive is never easy, but a clear, thoughtful process gives you the best chance of getting it right for your board, your team and the people you exist to serve.
Philippa Fabry is a partner and shareholder at Peridot Partners, leading our Not for Profit Practice with expertise, creativity and empathy. With over 20 years of executive search experience across private, public, and not for profit sectors, Philippa excels in recruiting leadership roles for a wide range of charities. Her leadership expertise extends outside of her role at Peridot as a mentor for a youth charity and a leadership coach.
