Jan. 20, 2026

This piece is sponsored by Sagency.

Selecting the right senior leader moves an organization forward. The wrong choice can impede progress for years.

For both midsized businesses and enterprise nonprofits, making the right hire is essential.

Sagency follows a proven process for CEO searches, key senior leadership roles and tough-to-fill positions. The work begins with role clarity before any candidates are considered. Role clarity and a multi-lens assessment help hiring teams evaluate not just experience but also readiness to lead through transitions, complexity and growth.

Don’t solve the wrong problem

Each search starts by asking a simple question: What outcomes must this role deliver?

Sagency takes extra time at the start. We help boards and teams set clear responsibilities, success measures and decision authority. This groundwork guides the rest of the search, including who they contact and for what reasons.

“Executive search is where strategy, culture and leadership all meet,” senior adviser Danielle Paulus said. “If you’re not clear on what the role needs to accomplish, you risk solving the wrong problem.”

Candidate experience reflects the organization itself 

Senior candidates are not casual applicants. Most are already successful, employed and discerning. The way they are treated reflects the organization’s core values.

“Candidates deserve a process that respects their time, their goals and their dignity,” search professional Tami Kilzer said. “Many are already successful. How you communicate with them matters.”

When candidates feel respected, they stay engaged throughout the process. Every interaction during a search is a leadership signal.

Get aligned to the future state

The best executive searches focus on the organization’s future and what the market will need, not just the current organizational chart.

Tom Iverson, partner and executive coach, frequently encounters this challenge.

“Most failed hires happen because expectations were vague or the leader was aligned to the past, not the future,” Iverson said. “Our role-clarity process and multi-science assessments help create a shared picture of what success looks like as the organization evolves.”

Tami Kilzer, Tom Iverson and Danielle Paulus

Instead of relying on intuition alone, this approach defines ownership, decision rights and measurable success. Candidates are evaluated on their track record and their ability to lead change and develop new skills.

Finance, operations, IT and HR leaders and technical experts often join organizations at pivotal moments when the risks of a poor hire are even higher.

Local search shows the framework in action 

Prairie Family Business Association is searching for its next executive director. Outgoing leader Stephanie Larscheid said the organization chose a partner and process focused on clarity and long-term outcomes.

“We knew this role would shape the next chapter for Prairie Family Business,” Larscheid said. “We wanted a partner who understood and appreciated our values and had a process to align the search committee.”

Nonprofit leadership requires operational skills, relationship-building, external engagement and mission stewardship. A structured search helps boards focus on the future.

Work doesn’t stop at placement

Sagency’s support continues after the hire. With our Accelerated Executive Success program, we help new executives get off to a strong start.

This includes setting clear priorities, aligning with the board or senior team and building early execution habits. The clarity from the search process continues into the transition.

“Hiring the right leader is critical,” Paulus said. “Helping them succeed is just as important.”

Effective executive search is defined by the work done before the hire and the support provided after.

Bar is high for senior hires

These ideas are important for any organization hiring for complex, high-profile or hard-to-fill roles.

“Every senior hire is a bet on the future,” Paulus said. “The goal is to have the selection and onboarding process make the odds of lasting success go way up.”

The responsibility is not to eliminate risk but to do the disciplined work that stacks the odds in favor of long-term success.

About Sagency

Sagency partners with midsized companies, ESOPs, family businesses and enterprise nonprofits. The firm works with leadership teams to align strategy, strengthen leadership and create the clarity and momentum needed to grow the right way. We call this healthy growth. Learn more at sagencytalent.com