Nonprofit Recruiting and Executive Search
A great hiring process is cultivating, equitable, and reflective of your organization’s values. We’re with you every step of the way, while supporting you to do the parts of the process you’re best positioned for: attracting and assessing candidates.
We believe—and we have seen—that working with On-Ramps can change the way an organization approaches talent recruitment. As we work with you to find exceptional talent, we impart best practices in role design, search process design, comprehensive assessment, and candidate cultivation. Our deep investment in knowing your organization and knowledge of the social sector, coupled with our recruitment and selection expertise, allows us to function as both your sounding board and advisor throughout the process.
Our process comprises three phases
During Phases 1 and 2, On-Ramps drives the planning and outreach strategy. In Phase 3, we will advise your team in your final selection. We will partner with you from search launch to offer.
Phase 1:
Plan & Launch
During Phase 1, we develop a thorough understanding of your organization as well as the responsibilities, priorities, and qualifications for the role you’re seeking to fill.
What you can expect:
What you can expect:
- A search team equipped with a diverse set of skills and professional experiences to serve as effective thought partners to you
- An ongoing dialogue about diversity, equity, and inclusion to better understand how your organization prioritizes and lives out these values
- Customized search materials that will enable you to attract a wide range of candidates and give you the tools necessary to drive an equitable, inclusive, and competency-based process
Phase 2:
Search & Assess
In Phase 2, we market the role widely, cultivate and assess candidates, and present candidates on a rolling basis or as part of a slate.
What you can expect:
What you can expect:
- A diverse and qualified pipeline, built by leveraging our long-term relationships and extensive research
- A compelling candidate slate that has been evaluated equitably, based on core competencies, using standardized interview guides to reduce implicit bias
- Detailed reports summarizing candidate career trajectories and competency-based areas of strength and areas to probe
Phase 3:
Drive & Close
During Phase 3, your team assesses candidates as we manage the interview process, coordinate logistics, cultivate candidates, and conduct references.
What you can expect:
What you can expect:
- Best practices in candidate assessment that mitigate bias, ensure equity, and provide competency-based candidate assessment
- Strong relationships with all the candidates, ensuring everyone has a consistent and cultivating experience and access to the same information
- Thorough references alongside support managing the offer and compensation negotiation process
