What really goes on behind the scenes of executive searches?
When a leader exits or retires from an organization, the search committee isn’t just looking to fill a vacancy: They’re looking for an ideal leadership fit that encompasses experience, presence, and cultural alignment.
Every search that Canopy leads begins with understanding the organization’s culture, challenges, and aspirations, which we then translate into a clear position profile. We recruit candidates through both open applications and confidential outreach, but our goal is to match mission, leadership style, and organizational needs.
It’s also worth remembering that search committees aren’t experts in recruitment; some may be unfamiliar or even uncomfortable with the interview process themselves. That’s why it’s essential to spend time researching not only the position profile, but also the governance structure and culture of the organization.
How to stand out in a search process:
- Lead with purpose. Your why matters more than your resume.
- Be findable. Keep your AZA profile, resume, and LinkedIn up to date and anchored in your mission.
- First impressions are important. Image matters, so make sure you set the right stage for success. Hone your intro and why you want the role.
- Tell a coherent story. Show how your leadership delivers results and builds culture.
- What can you do for this organization? It’s not just about what you did in the past, but how you envision building a clear future here.
- Ask smart questions about the culture and team. Signal curiosity about board dynamics, resources, and vision.
- Demonstrate emotional intelligence. Search committees notice and remember your listening skills, humility, and ability to read the room.
- Connect your success to the organization. Be passionate about why you want the job. Come in with a vision. You want to get the search committee excited!
- It’s not just about you. It’s about them, too. Be aware of the conversational balance: Give space for the committee to talk. It’s a dance.
- Use the recruiter (e.g., Canopy) to your advantage. Ask them questions, get information from them, use them as a resource. The recruiter wants to look good; their job is to support you.
- If you’re an internal candidate: That can be positive or negative. They know you so well, which also means they can make assumptions or discount your ability. You need to surprise them. They think they know you, so what are you going to say that they don’t know?
What to avoid:
- Don’t recite your resume. They’ve seen it. Focus on your why and how you can help them fulfill their vision.
- Don’t let your LinkedIn get out of date. It should match your submission materials.
- Don’t avoid eye contact. Even on Zoom, be focused and look straight at your camera.
- Don’t forget to read the room. Gauge if you’re holding their attention. Be attentive to body language and what you’re receiving.
What trips up otherwise strong candidates:
- Leading with technical depth rather than leadership vision.
- Talking at the committee rather than engaging with them.
- Discussing salary too soon or too rigidly.
- Overlooking cultural fit and organizational readiness.
- Avoiding conversations about salary, location, readiness etc. with the recruiter. Don’t get too far into the process and then back out for those reasons.
Keep in mind: These search processes can take a long time and there are a lot of moving pieces going on behind the scenes. Be patient and remember that if there’s a delay, it’s not a reflection of you or the organizational culture.
Boards aren’t hiring for a resume; they’re hiring for leadership presence and alignment. Be confident in what you bring to the table, own your experience and vision for the future, and don’t hesitate to put yourself out there for a new opportunity.
“You don’t have to be fearless — just brave enough to show up.”
— Brené Brown
