Giving Magazine Asks Carlos Peña How Organizations Should Prepare for an Executive Search

FROM THE HIRING TABLE

Peña Search:

Define Vision, Priorities, Goals Before Launching an Executive Search

By Carlos Peña

Founder and President, Peña Search

Editor’s note: In our March issue, Peña Search Founder and CEO Holly Pena shared actionable advice for executive-level candidates seeking a new role. This month, Carlos Peña, her husband and fellow principal at Peña Search, tackles the same topic — but with an eye toward the organizations doing the hiring. How an organization prepares for an executive search, he argues, shapes the outcome of that search far more than the eventual candidate pool.

What is a common mistake organizations make when seeking a new executive?

One of the most common mistakes is focusing too early on the qualities they want in a person before clearly defining what they need that individual to accomplish. Organizations should first establish their long-term vision, identify the strategic priorities required to achieve it, and determine the role the new executive will play in that journey. Once those objectives are clear, identifying the right leadership qualities and expertise becomes significantly easier.

What steps should a nonprofit take before beginning a search for new executive-level candidates?

Instead of focusing only on current needs, the board and key stakeholders should decide where they want the organization to be in five to ten years and what steps are needed to get there. This clear direction helps create a stronger leadership profile, attract qualified candidates, and increase the likelihood of a successful search.

How can an organization best evaluate whether a candidate will fit its culture?

There is no perfect formula, but organizations can significantly improve their chances by first defining the values, behaviors, and leadership characteristics that will contribute to success within their culture. These insights should guide interview questions, inform reference checks, and shape how candidates are evaluated throughout the search. This helps distinguish between those who simply interview well and those who are genuinely likely to thrive and contribute over the long term.

In a best-case scenario, what timeline should an organization set for an executive search?

Every search is different, but organizations should usually expect the process to take several months from start to finish. C-level searches often take about four months, while CEO searches can take up to six. The timeline depends on the position’s complexity, the number of available candidates, and, especially for CEO searches, the size of the search committee and how well it can coordinate interviews and make decisions quickly.

How can an organization ensure transparency about the role?

Organizations should give candidates an honest, balanced view of the opportunity, including the mission, culture, key priorities, leadership style, current challenges, and what success looks like. Being open about both the positives and the tough realities helps candidates make informed choices and builds trust throughout the process. This transparency helps avoid misunderstandings and leads to stronger, longer-lasting hires.

Bottom line:

Start by thinking about the organization’s future, not the candidate. Decide what success looks like first, then find the leader who can deliver it.

[Read the published article in Philanthropy.org’s Giving Magazine here: https://book.plannedgiving.com/books/2026-0021-Giving-Magazine-Digital-Single/#p=1]