Every executive search begins with the same question: what kind of leader does this organization need next?
It's a deceptively simple question, and one that rarely has a simple answer.
During the first quarter of 2026, I had the privilege of partnering with seven mission-driven organizations across the country as they navigated some of the most important decisions they will make. While each search was unique, I walked away with one overwhelming realization: great executive search has very little to do with filling a vacancy. It has everything to do with helping organizations understand what leadership they need for the next chapter.
That realization was reinforced when my colleague Christina Greenberg recently released Edgility Search's Search Season Report, highlighting insights from 35 executive leadership placements completed between October 2025 and May 2026. As I read the report, I found myself nodding along. The trends reflected exactly what I experienced in my own searches this year.
Here are three lessons that stood out.
Organizations aren't simply replacing a leader; they're preparing for a new chapter. That requires boards to think differently about what success looks like.
One search that exemplified this was my partnership with Folk Arts and Cultural Treasures (FACTS) Charter School in Philadelphia, which recently welcomed Charles Ware Jr. as its next Executive Director.
FACTS is unlike any other school. Folk arts education sits at the center of its mission, and after more than twenty years, the school is preparing to move into a new building and begin an exciting new chapter.
From the outset, the Board wanted the search process to reflect the voices of its deeply engaged community. Together, we designed a process that embedded stakeholder perspectives into every stage, from shaping the job description and defining leadership competencies to designing the finalist interviews.
One of the most meaningful outcomes of that work was realizing that the next Executive Director didn't need to be an expert in folk arts education or come directly from the community. Instead, the committee identified the competencies and experiences that would allow someone to build trust, lead through change, and steward the school's mission with humility and care. Through their thoughtful, inclusive search process, Charles emerged as that leader.
This search reminded me that organizations shouldn't hire for familiarity. They should hire for what the future requires. Use our newest tool to figure out what type of leader your organization needs for this organizational moment.
One of the biggest misconceptions about executive search is that success comes from having a large network. It is true that networks matter, but relationships matter even more.
This quarter, that lesson came to life during my work with Brooklyn Urban Garden Charter School (BUGS) as they selected Recy Dunn as their next Executive Director.
BUGS wasn't simply hiring a new leader. The school was preparing to say goodbye to its founding Executive Director, Susan Tenner, whose vision created the warm, joyful, community-centered culture that defines the organization today. The Board wanted someone who could preserve that culture while leading BUGS into its next stage of growth.
Throughout the search, we focused on the leadership competencies needed to honor Susan's remarkable legacy while expanding BUGS' impact in sustainability and environmental education.
What made this search especially meaningful for me was that I had first gotten to know Recy through previous executive searches. Long before this opportunity existed, I had seen his leadership firsthand and developed a deep appreciation for his values, his commitment to educational equity, and the way he leads communities.
When this role opened, it wasn't simply about introducing a candidate. It was about reconnecting an exceptional leader with an opportunity that fit both his experience and his character. Executive search is built on relationships that often develop over years, not weeks.
One of the strongest findings in Edgility Search's Search Season Report is that successful executive searches require patience. I couldn't agree more. Our partnership with Rocky Mountain Prep illustrated this perfectly.
This was a search defined by perseverance. The committee represented stakeholders from across the organization, ensuring multiple perspectives shaped every important decision. Rocky Mountain Prep is a mid-sized charter school network in the Denver, CO region serving a population of students that is predominantly Latino and first-generation college-going. The community and staff expressed their need for a leader who could strengthen academic outcomes, lead leaders through significant organizational change, and build authentic relationships with students, families, and staff.
Throughout the process, we resisted the temptation to compromise simply to move faster. Instead, we stayed focused on the leadership competencies the organization had identified from the very beginning.
Natalie Rubio emerged as the leader who brought together instructional expertise, organizational leadership, and an unwavering commitment to community. The search took time, but it was worth it in the end.
If these seven searches taught me anything, it's that leadership is contextual. The right leader for one organization may not be the right leader for another.
I was also reminded that relationships create opportunities. Many of the strongest candidates I recruited weren't actively looking for new roles, but they were willing to have an initial conversation with me because of the relationship I had built with them over many years.
Finally, the biggest lesson of this season is one my colleague Serena Moy always says: executive search is a partnership. The best outcomes happen when boards, search partners, candidates, and communities are willing to ask difficult questions together before anyone starts talking about finalists.
That's why I'm so grateful to be part of the team at Edgility Search. Every day, I have the opportunity to work alongside some of the most thoughtful and experienced executive search professionals in our field. Together, we're guided by our Find. Hire. Keep. framework, a philosophy that reminds us our work doesn't end when someone accepts an offer. Successful leadership transitions begin by finding the right leader, hiring thoughtfully, and helping organizations create the conditions for that leader to thrive. That philosophy shapes every search we lead, and it continues to challenge me to grow as a search partner.
To the seven organizations that trusted me this year, thank you. It has been a privilege to walk alongside you during such an important moment in your organization's journey.
And if your board is beginning to think about its next leadership transition, even if you're months away from launching a search, I would love to connect. Some of the best searches begin long before a position is posted. Learn more about our services here.
About the Author: Mara Cooper is a Principal at Edgility Search, where she partners with mission-driven organizations on executive leadership transitions.