Three Things our Season's Data Suggests About Leadership Hiring

We recently closed 35 executive searches in a single season, and the same story kept repeating itself, board after board. A founder or long-tenured leader was stepping away, and the organization behind them was scrambling to figure out not just who should be next, but what "next" even required. That's not a coincidence. It's a wave the sector has been bracing for, and this season's numbers are the clearest read we've had yet on how it's actually playing out: where boards are spending their search dollars, how long good hiring really takes, and where the process quietly breaks down. None of what follows is a victory lap; it's what 35 searches' worth of data pointed to, and we think it's worth putting on the table.

TL;DR: View the report here.

1. The Founder-to-Successor Handoff Is Here

By a wide margin, the most common search this season was for the top seat. ED and CEO roles outnumbered every other category combined.

That tracks with something the nonprofit and education sectors have been bracing for: a wave of founder and long-tenured-leader transitions arriving more or less at once. When the person who built or stabilized an organization steps away, the board isn't filling a job — it's navigating an organizational moment.

The hiring profile that fits the founder rarely fits the successor. The organizations that struggle most are the ones that go looking for a clone instead of asking what the next chapter actually requires. (More on how to think through that question: what kind of leader does your organization actually need right now.)

2. A Patience Problem, Not a Speed Problem

Across Edgility's searches this season, the funnel ran roughly 20 first-round interviews down to about two finalists — close to a 9-to-1 cut. That ratio isn't achieved quickly.

Generating a strong field isn't the constraint. Rigorous discernment is weighing each candidate against the role the organization needs now — not the one it needed five years ago. Evaluate where your organization is today by using our 'Organizational Moment' tool.

A board that asks for a tidy short list of three candidates early in the process is often trading rigor for convenience, right when rigor matters most.

3. The Top Seat Takes Longer Than Almost Anyone Plans For

Searches this season averaged 8.1 weeks to a first candidate slate (6.5 weeks for leadership-tier searches specifically) — but 22.7 weeks, on average, from launch to a completed executive search. The gap between those two numbers is the real story: getting a strong slate in front of a board happens relatively fast, but the deliberate evaluation, interviewing, and decision-making that follows takes months, not weeks.

The practical takeaway for boards: the active search is only the tail end of the process. Succession is a 9-to-12-month horizon that should start while the seat is still filled — not a fire drill that starts once it's empty.

Treating leadership transition as a standing capability — something you build before you need it — is quietly becoming one of the clearest dividing lines between organizations that compound momentum and organizations that keep resetting it. (For more on building that capability ahead of time: the importance of succession planning.)

Beyond This Season: The Track Record Behind the Data

A single season is a snapshot; Edgility's broader track record across years of searches for mission-driven organizations is the fuller picture:

• 95% of searches led to a successful hire
• 80% of placements stay 2+ years
• 65% of clients return for additional searches (3 clients ran multiple searches this season alone)
• 73% of placements identify as people of color
• 70% of placements identify as women

These numbers aren't just stats; they tell a deeper story about our process. A placement that stays, a client who comes back, a slate that reflects the communities these organizations serve: that's what diligence is actually for. Edgility Search is a women-owned, women-led firm, and building that kind of track record is our core work, not a footnote to it.

The Common Thread

Taken together, these three patterns point to the same underlying shift: leadership transition is no longer an event a board responds to; it's a capability a board either has or doesn't. The organizations getting this right aren't the ones with the fastest search or the shortest candidate list. They're the ones who started planning before the seat was empty, built a wide enough field to actually exercise judgment, and gave that judgment the months it needed. If your organization is looking at its own handoff (whether it's a year out or already underway), that's the work we'd want to help you do. Our team is available to discuss strategies and explore a personalized plan to help your organization meet this moment. Reach out to us today, and let's get started.

FAQ: Nonprofit and Education-Sector Executive Search

How long does a nonprofit CEO or executive director search typically take? Based on Edgility Search's October 2025–May 2026 season data, searches averaged 8.1 weeks to reach a first candidate slate (6.5 weeks for leadership-tier roles) but 22.7 weeks on average from launch to a completed hire. The slate comes together faster than most boards expect; the evaluation and decision process afterward is what takes time.

When should a nonprofit board start succession planning? Ideally 9 to 12 months before a leader is expected to depart, and in practice, on an ongoing basis rather than in response to a specific departure. Boards that begin planning while the current leader is still in place consistently come through the transition stronger.

What's the most common mistake boards make in executive hiring? Optimizing for a short, convenient candidate list too early. The highest-value work in a search is building a wide, serious slate and then narrowing it with discipline against present-day organizational needs — not settling quickly on a small set of familiar names.

Should a founder's successor have the same profile as the founder? Not necessarily. The skill set that helped a founder build or stabilize an organization is often different from what the organization needs in its next chapter. Boards get the best outcomes when they define the role the organization needs now, rather than searching for a replica of the outgoing leader.

How successful are nonprofit executive placements, long-term? Across Edgility Search's full track record, 95% of searches result in a successful hire and 80% of those placements stay in the role for two or more years — evidence that rigor in the search process pays off well beyond the offer letter.

Ready to get started? Let's talk about your search.