How to Hire a Great IED

Hiring an Interim Executive Director (IED) for a nonprofit organization can be a great way to maintain stability and keep the organization moving forward during times of transition.

By Ben Delaney

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An IED can smooth your transition between permanent EDs, and can also bolster the organization as you prepare your entire team for a positive change. Here are some key considerations when hiring an IED.

Avoid rushing the hiring process. While it is important to fill the position quickly, taking the time to find the right candidate is crucial. Rushing the process could result in hiring an IED who is not the right fit for the organization, which could ultimately lead to more challenges down the line.

Be certain that your candidate IED has a clear understanding of the organization's mission and values. The IED must be able to align themselves with the organization's goals and objectives, and be able to communicate the mission to staff, board members, donors, and other stakeholders.

Respect your organization’s culture and norms. It is important to avoid hiring an IED who is not a good fit. The IED should be able to work collaboratively with staff and board members, and be able to adapt to the organization's culture. Keep in mind that your external stakeholder’s expectations are part of this big picture, too.

Avoid hiring an IED who does not have the necessary experience and qualifications. The IED should have a track record of success in similar roles, and have the necessary skills and expertise to lead the organization through a challenging period.

Finally, it is important to avoid hiring an IED without a clear plan in place. The organization should have an understanding of what it needs from the IED, and what the IED will be responsible for during their tenure. Check this plan for practicality, and feasibility. Be certain to clearly communicate what your expectations are. Your IED is not a miracle worker. Without a good plan, the IED may not be able to effectively guide the organization through the transition period.

In conclusion, while hiring an IED can be an effective solution for nonprofit organizations, it is important to avoid rushing the hiring process, hiring someone who does not understand the organization's mission and values, hiring someone who is not a good fit for the organization's culture, hiring someone without the necessary experience and qualifications, and hiring someone without a clear, well-communicated plan in place. By taking the time to find the right candidate and ensuring they have a clear understanding of the organization's goals, nonprofits can ensure a successful transition period.