By the time the board chair called, the transition was already off track.

The executive director had given notice. The board rushed to post the role. The staff were nervous. Donors were asking questions no one felt ready to answer.

On paper, they were “in process.” In reality, they were stuck.

Hiring and supporting the executive director or CEO is the single most important job your board will ever do. A smooth executive transition requires preparation, clarity, and honest decisions about what your board can handle on its own.

Hiring for development is different. Development staff directly impact donor trust, fundraising pipelines, and revenue. A strong hire can deepen relationships and sustain momentum, while a poor hire can damage connections that took years to build and create costly turnover. Interviews are the best chance to see beyond a polished resume to how a candidate thinks and builds lasting donor relationships.