Step 3: Board Recruitment

Overview:

Board recruitment is about building a founding team with the skills, diversity, and passion to drive your mission. Using the insights from your Board Audit, you’ll recruit board members who fill gaps and act as co-architects, not just overseers. This step ensures your board becomes a leadership engine through a structured, professional recruitment process.

Instructions for Action:

Form the Board Recruitment Committee (30 Minutes)

• Select 2-3 engaged board members, including the founder and board chair, to form the committee.
• Define roles: outreach coordinator, application reviewer, interviewer, etc.

Action: Schedule an initial committee meeting to plan the recruitment process.

Plan Recruitment Goals and Timeline (45 Minutes)

• Review Board Audit findings to identify needed skills (e.g., fundraising, legal, marketing) and diversity.
• Set specific recruitment goals: number of new members, key skills, and core values.
• Create a 4-6 week timeline for outreach, vetting, and onboarding.
• Engage the full board: Ask each member to suggest 1-2 potential candidates from their networks.

Action: Document goals, timeline, and referrals in a shared recruitment plan.

Develop Recruitment Materials (1 Hour)

Create professional, branded materials:

• Board application form (e.g., Google Forms).
• Outreach content for social media, emails, and professional networks.
• Interview questions and a scheduling link (e.g., Calendly).
• Board recruitment packet/prospectus outlining mission and expectations.
• Board agreement, conflict of interest statement, and onboarding materials (bylaws, financials, giving pledge).
• Email templates for invites, rejections, and welcomes.

Action: Use templates provided to finalize materials.

Launch Outreach (45 Minutes)

• Target professional groups (e.g., AFP for fundraisers, state bar for lawyers) and LinkedIn groups.
• Post a “Board Member” opportunity on LinkedIn and community platforms.
• Include a clear call to action and link to the application form in all outreach.

Action: Assign committee members to post and share outreach content within one week.

Vet and Interview Prospects (1-2 Hours)

• Review applications with the committee to ensure diverse perspectives.
• Invite promising candidates to a 30-minute “Board Awareness Call.”
  • Ask: Why are you interested in our mission? How will you contribute?
  • Allow time for their questions to ensure mutual fit.
  • After interviews, decide on conditional acceptance (pending checks) or respectful rejection.

Action: Schedule interviews and send recruitment packets to candidates.

Conduct Background and Reference Checks (1 Hour)

• Perform background checks ($15 or free via local sheriff’s office) for all candidates.
• Contact references to verify skills, commitment, and alignment.

Action: Complete checks within one week of interviews and document results.

Onboard New Members (1 Hour)

Host a private onboarding session to review:

• Bylaws, financial statements, board agreement, and conflict of interest statement.
• Expectations, roles, and responsibilities.
• Have new members sign the board agreement to formalize commitment.

Action: Schedule the onboarding session and distribute materials in advance.

Host Introductory Board Meeting (1 Hour)

• Organize the first meeting for new members to meet the board.
• Facilitate introductions: Share passions, skills, and stories.
• Pair new members with existing ones for a buddy/mentorship system.
• Set a date for the first strategic planning session.

Action: Plan the meeting agenda and send invitations.

Resources:

• Download recruitment templates, forms, and guides.
• Use a shared document to track recruitment progress and candidate details.

Next Steps:

• Complete the recruitment process within 4-6 weeks.
• Prepare for Step 4: Strategic Planning and Delegation, by scheduling the planning session.

Mantra: “Recruit a founding team, not just a board, to build a leadership engine.”