OUR SERVICES
Transition Planning
We support you in up-stream planning for a transition, including both organizational and personal readiness. Uniquely tailored services options include:
- Pre-transition organizational and/or financial assessment
- Staff support (assessment, retreat, succession planning)
- Re-alignment of staff and programs
- Board governance engagement and development
- Individual and group coaching
- Sustainability action planning
We also regularly offer Thresholds: Leaving Nonprofit Life with Grace and Curiosity, a warm and helpful cohort experience, held over five sessions to help boomer-age executives’ transition.
Are these questions on your mind?
When and how do I share the news that I have decided to leave your organization?
What are the best practices in wrapping up a long reign with an organization?
What do I say to a potential internal candidate?
How do I support my staff as I ready myself to leave?
My Board wants to do a strategic plan. Is NOW the right time?
Some staff positions really need to be shifted around. Do I do it, or do I leave it to the next executive?
What if I leave before the Board hires someone?
What are the best resources to share with the Board?
Contact us to talk about your transition needs.
Contact UsAre these questions on your mind?
How do we handle internal candidates?
What is the role of the current executive in the search process?
When do we decide it would be best to hire an interim?
What are reasonable expectations for the number of quality applicants we will receive?
Where are the best sources for recruiting candidates?
Executive Search
Comprehensive and Targeted Recruitment; Professional Hiring Practices
At Eos Transition Partners, we recognize the executive transition period as an opportunity for change and active engagement of the board, staff and other community stakeholders. We assess your organization’s current realities, transition vulnerabilities, and opportunities — and combine these with your vision of the future — to arrive at agreement about the leadership needs of your organization. A well-written position description is utilized in the search process. We also help you agree upon a realistic, competitive salary and benefits package.
We employ a far-reaching, confidential recruitment strategy and process, with the goal of creating an outstanding, diverse, and well-qualified pool of candidates. We utilize both online services and time-tested phone outreach and email networking, as well as the professional networks, partners and stakeholders known to the organization, the Board, and those close to the organization. Our sources for the search are generated from our 15-year knowledge of which search strategies produce the best results, from our thorough research of the regional, statewide, and national groups associated with your field of work, and Eos Partners’ network of nonprofits in your geographic area as well as your sector.
We pay particular attention to recruiting applicants from communities of color and the LGBTQ community, as well as remarkable candidates of many ages. We pride ourselves in applying a social-justice lens to the candidate pool and work with the search committee to discuss attitudes or stereotypes that affect their understanding, actions, and decisions regarding the leader they are seeking to hire.
Candidate vetting and selection involves confidential and secure resume collection, candidate screening, interviews, determination of staff and stakeholder involvement, final selection, and reference/background checking. We hold this process for you from beginning to end and embrace your involvement in the ways you desire.
Contact us to discuss your executive transition needs.
Contact usPost-Hire Support
Are these questions on your mind?
What are the best onboarding tools?
What are the pitfalls that might lead to our new leader being dissatisfied?
When do we tell the community about our new hire? Who does it?
Do we say goodbye to our previous leader and say hello to our new one at the same event?