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Network for Good's Strategic CEO Search and Recruitment with Fetcher
Applicable Industries
- Oil & Gas
Applicable Functions
- Procurement
Services
- Training
The Challenge
Network for Good's Board of Directors faced a significant challenge in 2020 when they decided to hire a CEO to lead the company's expansion into the emerging Giving & Social Engagement market. They sought a diverse range of CEO candidates, both demographically and professionally. However, they needed a method to communicate the opportunity quickly while giving each candidate the attention they deserved. Executive Consultant Wendy Bellus, who was brought on to add expertise to the search, expressed concerns about relying on LinkedIn Recruiter for the CEO search due to the diverse background requirements for the role. She also lacked confidence that a recruiting firm would deliver candidates that fell outside of specific parameters. The challenge was to find a creative, strategic solution to sourcing that would also give them control over who they reached out to, and how.
About The Customer
Network for Good is a rapidly growing tech non-profit organization. The company was looking to expand into the emerging Giving & Social Engagement market and needed a CEO to lead this expansion. They sought a diverse range of CEO candidates, both demographically and professionally. The search for the right candidate was overseen by the Board of Directors, with the assistance of an Executive Consultant. The company values personalized communication and attention to detail in their recruitment process.
The Solution
The solution came in the form of Fetcher, a strategic sourcing and outreach platform. Despite initial doubts about its suitability for an executive position, Fetcher proved to be a game changer. The training and support provided by the Customer Success Manager were instrumental to the search’s success. Beyond the personalized support, the ability to personalize email outreach through Fetcher helped Network for Good spark interest in the CEO role. Several candidates mentioned they were excited to be contacted directly by the Chair of the Board, which was all actually done via Fetcher. In less than 2 months, the search committee had a solid pipeline of promising candidates and could pause Fetcher’s auto-sourcing and focus on interviews.
Operational Impact
Quantitative Benefit
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