Why Edgility
About
Contact
Active Searches
Why Edgility
About
Contact
Active Searches
Edgility Search Consultation

Why charter schools and mission-driven organizations choose Edgility

Edgility Search is a WBENC-certified, women-owned executive search firm that recruits executive directors, CEOs, heads of school, and senior leaders for nonprofits, charter schools, and foundations across the United States. Mission-driven organizations are the only clients we serve.

Talk with us about your search

310

leaders placed with more than 210 mission-driven organizations since 2015

95%

of executive searches end in a placement

80%

of leaders still in role at two years

73%

of placed leaders are leaders of color

What makes Edgility different from other executive search firms?

Edgility works only with mission-driven organizations, so every expert who would work on your search has spent their career in schools and nonprofits. We measure success by whether the leader is still in place and thriving two years later, not by whether an initial offer is signed.

Sector specialists, not generalists

Our search leads have led and hired inside charter networks, education nonprofits, and community organizations. They know what a charter renewal year does to a CEO’s calendar and what a founder transition does to a staff.

Retention is our goal

We report retention at two years because the second year is when many new leaders leave. Our process is built to get past it: clear success measures before the search starts, and support after the hire.

Evidence over gut feel

Every finalist is assessed against the same competencies your board or hiring team agrees to from the start. Committees compare candidates on evidence, not just intuition, which makes the final decision faster and easier to explain to staff and families and other stakeholders.

Candidates who aren’t job hunting

Most strong leaders are not reading job boards. We recruit directly from a national network of more than 100,000 individuals built over hundreds of searches, which is how 73% of the leaders we place are leaders of color.

Typical search vs. Edgility Search

Thousands of hours.

Decades of experience.

We know how to lead with what’s right.

Even when it’s not common.

Typical search

Listens to just you
Chases resumes
Does what you want
Relies on instinct
Focuses on filling the role

Edgility Search

Listens to everyone
Every great hire, every fair decision, starts with asking the right questions—and listening closely to the answers. We bring in voices from across your organization and your community to surface what matters most. Because buy-in doesn’t come from the top down. It’s built from the inside out.
Builds real relationships
We don’t do checkbox searches or one-size-fits-all solutions. We get to know your culture, pain points, and aspirations, so we can find leaders who’ll thrive with you. When we meet promising candidates, we stay connected. Even if the timing’s not right, the relationship still matters.
Asks you why
Behind every hiring habit is a belief. We help you surface it, name it, and ask: is this still serving you? Clarity makes room for brilliance, and we don’t move forward without it.
Stays objective
We use data, not hunches. Our process blends qualitative insight with clear metrics to challenge bias, sharpen decisions, and keep excellence front and center. Every job description, every scorecard, every step is built to elevate the right talent, not just the familiar.
Focuses on getting it right
Whether we’re guiding your board through hiring decisions or hosting a town hall where candidates meet your community, we help both sides understand what it really means to lead here—and whether it’s the right fit to move the mission forward.

Typical search

Listens to just you

Edgility Search

Listens to everyone
Every great hire, every fair decision, starts with asking the right questions—and listening closely to the answers. We bring in voices from across your organization and your community to surface what matters most. Because buy-in doesn’t come from the top down. It’s built from the inside out.

Typical search

Chases resumes

Edgility Search

Builds real relationships
We don’t do checkbox searches or one-size-fits-all solutions. We get to know your culture, pain points, and aspirations, so we can find leaders who’ll thrive with you. When we meet promising candidates, we stay connected. Even if the timing’s not right, the relationship still matters.

Typical search

Does what you want

Edgility Search

Asks you why
Behind every hiring habit is a belief. We help you surface it, name it, and ask: is this still serving you? Clarity makes room for brilliance, and we don’t move forward without it.

Typical search

Relies on instinct

Edgility Search

Stays objective
We use data, not hunches. Our process blends qualitative insight with clear metrics to challenge bias, sharpen decisions, and keep excellence front and center. Every job description, every scorecard, every step is built to elevate the right talent, not just the familiar.

Typical search

Focuses on filling the role

Edgility Search

Focuses on getting it right
Whether we’re guiding your board through hiring decisions or hosting a town hall where candidates meet your community, we help both sides understand what it really means to lead here—and whether it’s the right fit to move the mission forward.

You aren't looking for a typical leader, so why would we offer you a typical approach?

Hiring is a narrowing problem, not a sourcing one.

Most of what we talk about in search is about widening. More outreach, bigger pipeline, more applicants. Widening still matters, and our team does it excellently, but widening is the easy part. Anyone with a database and a mailing list can hand you two hundred names by Friday.

The part that requires experience and expertise is narrowing, and narrowing is where searches turn. We interview roughly ten candidates for every one who reaches your finalist round. That ratio is the difference, and it means that when someone is sitting in front of your committee, board, or community you can feel confident that they are worth your time and attention.

The standard comes first

We build a competency scorecard with you before anyone is interviewed, so you know all candidates will be assessed objectively.

Hiring for your needs

We assess against where your organization actually is, because the leader who can turn things around is a different person from the one who can scale them.

Calibrated, every round

Structured interviews with calibration and data-driven debriefs, so the committee's conversations stay objective and competency-based.

What that produces

73% of the leaders we've placed identify as people of color. Among CEO and executive director placements it's 63%, against a national figure of 15 to 20% for nonprofit CEOs, per BoardSource. Half of all our placements are women of color.

We don't read that as a diversity result. We read it as a narrowing result. When the standard is written down before the interviews, when the assessment is against the moment rather than the pedigree, and when the debrief is structured, the group of people who clear the bar looks different than how it looks when a committee goes on instinct. Everyone in our category says structural equity now. This is what it looks like as a method rather than a value.

What to expect, month by month

Five months, five phases.

edgility-process-stepper

The industry treats a signed offer as the finish line. We think that's where most searches quietly fail.

New executives rarely struggle because they were unqualified. They struggle because nobody agreed on what the first year should look like, or because the board and the CEO are operating on assumptions neither of them ever said out loud.

So we stay. We help you build the first 90 days before the leader starts. We come back at six months, when the early goodwill has worn off and the harder questions start surfacing. And we sit with you through the first real evaluation, which is often the first honest conversation about whether everyone was holding the same expectations all along.

It's the least glamorous thing we do. It's also why the number at the top of this page is what it is. Retention isn't luck. It's built in the first year, by someone paying attention.

The power of our partnership

About five months from kickoff to offer. Two things reliably stretch it, and neither is sourcing. The first is committee availability, when coordinating four calendars adds three weeks to every round. The second is compensation misalignment, when the band was set against a market that has moved and nobody finds out until the offer stage. We'll raise both early, which isn't the same as being able to prevent them.
An expert senior search lead heads your search and is in every committee meeting. They, and another expert run sourcing. Our best in class operations team ensures that each search lead carries only the number of searches they can fully dedicate their attention too. Ask every firm you're considering that same question and compare what comes back.
A search isn't something we do to your organization. It is a partnership. Here is what you need to be ready for:
  • A dedicated point person with decision making rights on your team
  • A standing hour with our team every two weeks
  • Input on the job description and the candidate profile
  • Review of qualified applicants
  • Interview calibration, plus equity-in-selection training
  • Three to six semifinalist interviews on Zoom, 75 to 90 minutes each, with a 60 min structured debrief after
  • Finalist interviews alongside partners and community members
  • Confidentiality on the search and on the candidates 
Thirty minutes, on video. Bring whoever will actually decide, usually the board chair and a committee member or two. We'll ask where the organization is, what the last leader did well and badly, what the board has agreed on and what it hasn't, and what you're able to pay. You'll leave with our read on whether the role is ready to go to market and what we think it will take.

It costs nothing and there's no proposal at the end unless you ask for one. If we think you should post the role yourselves or wait a quarter, we'll tell you that instead.

More than 200 organizations have trusted us with their most important hire.

From KIPP and Teach For America to organizations running their first-ever executive search, across PK-16 education, nonprofit,  workforce and economic mobility, philanthropy, and social impact.

Mastery Schools
Atlanta Public Schools
Vermont Foodbank
Valor
National Association of Charter School Authorizers
Job Train
i Mentor
Frame 40148
Opportunity Junction
Kipp Schools
Yu Ming Charter School
Think of us
One Goal

"Edgility was the first search firm I've hired in 15 years working as a school leader in the North Carolina charter sector. As such, I was honestly skeptical and resistant to the idea of bringing a group on, given financial constraints and my general 'we can just do it ourselves' mindset. Christina, Roslyn, and her team proved me wrong. Their approach, experience, systems, and depth of analysis gave me and our board tremendous confidence that we conducted a thorough and professional process, sourced the best candidate, and brought a great leader to our school. They felt like members of our team throughout and I couldn't be more pleased and recommend them wholeheartedly."

Alex Quigley

Executive Director, Durham Charter School

"Everything about our experience with Edgility was on point. The search for our new VP of Education was seamless because of the expertise and experience of the Edgility team."

Terrance Neal

Chief Human Resources Officer, New York Public Library

"I have had the distinct honor of working with a number of outstanding search firms throughout my career. I can definitively say – without any reservation – that the search process Christina Greenberg led that brought me to the Rogers Family Foundation was the most transparent, professional, and efficient recruitment that I have ever experienced. The exceptional care, thoughtfulness, and personalization brought to the process by Christina and her team helped crystallize the quality of the opportunity, but equally as important, demonstrated to me how I fit with the strategic direction of the Rogers Family Foundation."

Rhonnel Sotelo

Placed Candidate, Rogers Family Foundation

Common Questions About Executive Search

We already have a strong internal candidate. Do we need a search?

Sometimes not. But an internal candidate who's confirmed without a real process starts the job with a question mark over them that takes two years to shake. There's a middle path, and we'll talk you through it on the first call. 

Why not just post the role and see who applies?

Because the leaders you most want aren't reading job listings. They're doing the job you want them to do somewhere else, and they'll only consider a move if someone credible makes the case to them directly. Postings reach people who are looking. Searches reach people who aren't.

How are you different from a large firm?

Large firms have reach and a name your board will recognize, and for some searches that may be what you think you need. Three things tend to be different with our boutique firm. The person you meet is the person who runs your search, and they are in every committee meeting through the close. We work only with mission-driven organizations, so we are not learning your sector on your search. And we are still there for you after the offer.

How are you different from an independent recruiter?

Well-connected individuals do real work, and for a role that sits squarely inside one person's network they can be a fast route to a good hire. Two things change when a search is bigger than that. The first is arithmetic. Stakeholder engagement, sourcing, assessment and holding a committee all run at once across five months, and one person has to do them in sequence. The second is continuity. A team means your search does not pause when someone is away, and it means the person who wrote your scorecard is not the only person who has ever met your candidates. We will tell you on the first call if we think one recruiter is the better fit for your role.

What happens if the placement doesn't work out?

If a leader we recommended leaves within six months of accepting the offer, we run the search again at no fee beyond direct expenses. The full terms are our agreement.

How much administrative work falls on our committee?

Less than you are expecting. Scheduling, candidate correspondence, interview materials and debrief packets are handled by our operations team, not by your committee chair's inbox and not by your consultant between meetings. What we ask of you is the list above: a standing hour every two weeks, the interviews themselves, and the prep that makes them useful. Everything around those is ours. This matters more than it sounds, because searches lose weeks in the gaps between meetings and the gaps are almost always administrative. Every open search also lives on our own search site, so all materials live in one place and nothing is lost in an inbox. And we report with numbers rather than impressions: pipeline counts at every check-in, scorecard results instead of recollections of who interviewed well, and a written debrief after each round. You should never have to ask us how the search is going.

What is the process like for candidates?

It starts with a real conversation rather than a mass message. We tell people why we called them specifically, what your organization is facing, and what the role will actually ask of them, including the hard parts. Leaders who are not looking do not respond to anything less than that.
From there they always know where they stand. They know the stages, the timeline, who they will meet and when they will hear next. Interviews are structured, so every candidate is asked the same things and measured against the same scorecard, which is fairer to them and more useful to you. Finalists get real feedback. Nobody learns the outcome from silence.
Most of the people in your search will not get the job, and nearly all of them work in your sector. Their experience is a reputation question and a pipeline question, and both are yours as much as ours. It is also the quiet reason our outreach works. When we call a leader who is not looking, a good share of them have been through one of our searches before or know someone who has. That only helps if the last one went well.

Do you work outside education?

Yes. Our work spans PK-16 education, nonprofit, workforce and economic mobility, philanthropy, and social impact.

Tell us where your organization is, and we'll give you an honest answer about whether you need us.

Not ready yet?

Start with our Search Committee Readiness Checklist. It will tell you what your board needs to settle before a search is worth starting.

Insights

  • Select Tag
  • All
  • Organization Development
  • Ideas
  • Case Studies
  • Updates
  • Tools
  • Placements
  • Webinar
  • Podcasts

Hire Ground Podcast Episode 25: When Should You Launch a Search? A Hiring Market Check-In with Josh Czupryk

Episode 25 of Hire Ground Podcast Former co-host Josh Czupryk returns to Hire Ground to take the pulse of the education hiring market. He compared October job postings from 2024, 2025, and 2026, then...

Read Article

The Internal Candidate Dilemma: The Conversation Boards Avoid Having Until It’s Too Late

Near the end of a first call about a CEO search, sometimes a board chair mentions, almost as an aside, that there’s someone on the leadership team who “might throw their hat in.” Although they often...

Read Article

Hire Ground Podcast Episode 24: The Ed Comes First: Ben Kornell on AI, Talent, and Who Gets to Build

Episode 24 of Hire Ground Podcast Ben Kornell has been a teacher, school leader, school board member, edtech CEO, and investor. He calls it a “lily pad journey” instead of a career ladder. He...

Read Article
Artavia B. Berry

Artavia B. Berry, Fresh Lifelines for Youth CEO, on Youth-Led Change

Artavia B. Berry started as President & CEO of Fresh Lifelines for Youth (FLY) on the Monday before the 2024 presidential election. Not exactly a quiet start. By Wednesday, she was leading an...

Read Article

A Founder's Last Job Is the Hardest One

Diane Tavenner spent eight months working side by side with the person who would replace her.

Read Article

If You Want a New Leader by July 1, Your Board Is Already Behind

Every February, some version of the same call comes in. The board chair is mostly calm but she tells us she needs to speak right away because her executive director told the board in December that he...

Read Article

Hire Ground Podcast Episode 23: The Playbook Nobody Reads - Arun Ramanathan on Mergers, Scale, and AI in Education

Episode 23 of Hire Ground Podcast The playbook has been written on the for-profit side. It just hasn't been read on the nonprofit side.

Read Article

Hire Ground Podcast Episode 22: Succession, Scale, and What Young People Actually Want with Diane Tavenner

Episode 22 of Hire Ground Podcast "Our greatest responsibility as a leader leaving is creating the conditions for success for whoever comes next." Diane Tavenner has done the thing most founders...

Read Article

Ten Years of Change: What a Decade in Nonprofit and Education Executive Search Has Taught Me

Ten years is a long time to spend in any one place, in any one field. However, looking back on a decade at Edgility, it feels like it happened in a flash. What strikes me most, in this moment of...

Read Article

Tiffany McAfee Named Head of School at Broome Street Academy

Since its founding, Broome Street Academy Charter High School (BSA) has stood as a cornerstone of The Door's mission: a place where young people who have faced instability and disrupted paths can...

Read Article

Hire Ground Podcast Episode 21: "Founding, Twice" with Irene Shih, CEO of Pave HER Way

Season 2 Premier: Episode 21 of Hire Ground Podcast "Either you hired the wrong CEO, or you need to take a step back as a board." Irene Shih has sat on both sides of the governance table, as...

Read Article

​'Playing It Safe' Can Be The Biggest Hiring Risk Your Board Takes

It is a scene all too common to executive search leads. A few months into a CEO search, if the process has not been carefully managed or facilitated, committee members can start to lose energy and...

Read Article

What Seven Executive Searches Taught Me About Leadership Transitions

Every executive search begins with the same question: what kind of leader does this organization need next?

Read Article

Your Next CEO Hire Is Already Being Decided by AI - You Just Don't Know How

Last quarter, we ran a CEO search that drew more than 200 applicants in the first three days. On paper, it looked like an embarrassment of riches. In practice, AI had already made several of the...

Read Article

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...

Read Article

Small Firms Don't Fail Because They're Small. They Fail Because They're Chaotic

Unlike most founders of small professional services firms, I made a bet early on that operational rigor was a prerequisite for staying small and excellent, and wasn't something to bolt on later when...

Read Article

Hire Ground Podcast Episode 20: Lessons from the Hiring Season and What's Next for Hire Ground

Season 1 Finale: Episode 20 ofHire Ground Podcast Season 1 of Hire Ground started last August and ran the full length of the hiring season. In this finale, Christina Greenberg and Josh Czupryk...

Read Article

Prepare for Your Next Hire: Search Committee Readiness Checklist

The single thing board members tell us most often after a search: "I didn't realize this would require so much of my time." It's the surprise that precedes almost every rushed finalist decision,...

Read Article

What Kind of Leader Does Your Organization Actually Need Right Now?

There's a question almost every board skips at the start of an executive search: not "who do we need?" but "what kind of leader does this moment actually require?"

Read Article

The Second-Year Cliff: Board Accountability Checklist

There's a pattern we see in executive transitions that boards rarely talk about. Year one goes well. The leader settles in, relationships are built, no major fires erupt. The board exhales. Then,...

Read Article
Three people sitting at a table, two people are sitting across from one person and are conducting an interview.

The Search Is the Preview: What This Year's Candidates Are Really Evaluating

Every hiring season has a tell. This year, candidates are watching you as closely as you're watching them, and they're drawing conclusions long before the offer stage.

Read Article

The Ground Floor Podcast Episode 3: Authentic Leadership in Uncertain Times with Dr. Nicole Assisi

Episode 3 of The Ground Floor Podcast What does it take to lead — and to keep leaders — when nonprofits and schools are navigating more uncertainty than ever before? In this episode of The Ground...

Read Article

​The Second-Year Cliff: Why Good Leaders Plateau And Boards Miss It

The first year looks like success. Relationships are built. There are no major fires. Staff are relieved. The board is pleased. Sometime around month 10, most boards exhale and think: We made a good...

Read Article

Two Royals, Two Nonprofits, One Quiet Thread

This week in New York, King Charles knelt in the soil at a community farm on 134th Street and helped a group of Harlem kids plant lavender. One of the children asked what he'd name his plant. He...

Read Article

The Ground Floor Podcast Episode 2: Strategic Planning Is Broken — Here's What to Do Instead with Lia Izenberg

Episode 2 of The Ground Floor Podcast What if the strategic plan everyone's been waiting on is the very thing keeping your organization stuck? In this episode of The Ground Floor podcast, Christina...

Read Article

The Ground Floor Podcast Episode 1: The AI Paradox: Building Tomorrow's Leaders When the Pipeline Is Disappearing

Episode 1 of The Ground Floor Podcast What happens to the leaders of tomorrow if AI is quietly eliminating the entry-level jobs that used to build them? In this inaugural episode of The Ground Floor,

Read Article

The Confidence Gap Is the Real Crisis - Why the AI skills conversation is asking the wrong question

The number that stopped me wasn't 53%.

Read Article

Hire Ground Podcast Episode 19: We Know What to Do. We Just Don't Stick With It.

Episode 17 ofHire Ground Podcast with Michael Moore The Education System has a consistency problem. In this episode of Hire Ground, Christina Greenberg and Josh Czupryk sit down with a true titan of...

Read Article

How Christina Greenberg Built an Elite Executive Search Firm Serving the Nation's Most Innovative Schools and Nonprofits

When Christina Greenberg, Forbes Business Council member, looked at the executive search landscape serving nonprofits and schools, she saw a field defined by extremes: solo practitioners on one end...

Read Article

Pave HER Way Announces Irene Shih as Founding CEO

A new organization, and a leader built for exactly this moment. When a nonprofit is just beginning, its first CEO isn’t just an executive hire. That person is the backbone of the organization, and...

Read Article

From Sierra Foothill History to Executive Search: A Personal Journey in Placerville, CA

By Serena Moy

Read Article

Hire Ground Podcast Episode 17: Excellence Is the Answer, Not the Excuse

Episode 17 ofHire Ground Podcast with Brent Bushey

Read Article

Redesigning the Kitchen Before You Hire the Chef

Founders transitions should serve as opportunities. After placing leaders into founder-led organizations and staying close to them well beyond their start date, I’ve noticed a consistent pattern: the...

Read Article

Why Nonprofit Boards Are Failing Their CEOs And What To Do About It

I know how hard it is to be a nonprofit board member and volunteer. I've been one for almost two decades. Nonprofit board members devote hours of their time, without any financial compensation (in...

Read Article

Hire Ground Podcast Episode 16: The Future of Schools Belongs to the Agile

Episode 16 of Hire Ground Podcast In this episode, host, Christina Greenberg, and guest, Caitrin Wright, CEO of Silicon Schools Fund, explorewhat great school leadership looks like at a moment when...

Read Article

Hire Ground Podcast Episode 15: Coaching, AI, and the Future of Education

Episode 15 ofHire Ground Podcast with Dacia Toll

Read Article

Ban “Culture Fit” From Your Search Process

This will be controversial, but here goes. “Culture fit” is one of the most problematic frames people use in making hiring decisions. In my two decades as a recruiter, I’ve never seen it make a...

Read Article

Hire Ground Podcast Episode 14: Building the Bench-The Power of Teacher Residencies

Episode 14 of Hire Ground Podcast In this episode, hosts Christina Greenberg and Josh Czupryk explore how residency-based teacher training programs can tackle the growing teacher shortage - without...

Read Article

Women Aren't Hiding. You're Not Looking.

Women aren't in the shadows because they lack ambition. They're there because we keep dimming the lights.

Read Article

Women Aren't Lagging Behind in AI. They're Leading Ahead.

Women Aren't Lagging Behind in AI. They're Leading Ahead. Women C-suite executives generate nearly three times the return from digital transformation as their male counterparts. Three times. That's...

Read Article
Two Founders Shaking Hands

The Founder's Paradox: When Your Greatest Strength Becomes Your Hiring Blind Spot

I was meeting with a founder who had built an impressive organization. Fundraising and earned revenue were growing, partners and funders were happy and their programs were best-in-class. But the team...

Read Article

We're Proud to Announce: Christina Greenberg Joins Forbes Business Council

At Edgility Search, we believe leadership matters — not just in the organizations we serve, but in how we show up in the broader field. That's why we're thrilled to share that our founder and CEO,...

Read Article

The Hidden Architects of Nonprofit Culture

We spend a lot of time in our sector diagnosing nonprofit culture problems. We see that staff burnout leads to high turnover and talent shortages. We explain that lack of a sustainable financial...

Read Article
nonprofit-executive-search-placement-data

What 225 Leadership Placements Reveal About Nonprofit Executive Search

When the process is right, the results follow. Here is what four years of data shows. Over the past four years, Edgility Search has placed over 225 leaders across more than 115 education, nonprofit...

Read Article
Hire Ground Podcast Episode 13

Hire Ground Podcast Episode 13: Put Your Masks on First, Leaders

Episode 13 ofHire Ground Podcast with JoAnn Gama In this episode of Hire Ground, hosts Christina Greenberg and Josh Czupryk sit down with JoAnn Gama, founder of GEMS (Gama Education Management...

Read Article
Nonprofit leaders building an internal leadership bench for long-term organizational resilience

From Hiring to Thriving: Why Nonprofits Need Leadership Pipelines Now (Not Later)

Over the past few years, I've had more conversations than I can count that start the same way:

Read Article

Welcoming Roslyn "Ros" Gowens to Edgility Search

The Edgility team has been doing this work long enough to know when someone truly gets it.

Read Article

Celebrating Emma Tat: Exceptional Executive Search Through Operations

At Edgility, we believe exceptional executive search is powered by more than expertise—it’s grounded in trust, relationships, and operational excellence. Since joining Edgility in 2021, Emma Tat has...

Read Article
Mission Alone Is No Longer Enough: Building Sustainable Nonprofit Workplaces

Mission Isn't Enough Anymore

I know this might make some nonprofit leaders and board members uncomfortable but it has to be said: Mission alone is no longer a compelling employee value proposition.

Read Article
Hire Ground Episode 12

Hire Ground Podcast Episode 12: How We Welcome and Stand Shoulder-to-Shoulder with All Communities in Our Schools - Especially Multilingual Learners

Episode 12 ofHire Ground Podcast with Dr. Daniel Velasco In this episode of Hire Ground, host Josh Czupryk sits down with Dr. Daniel Velasco, President and CEO of Ensemble Learning, for a practical,...

Read Article

Hire Ground Podcast Episode 11: Unlocking Potential - Neurodiversity in K12 Leadership

Episode 11 ofHire Ground Podcast with David Flink In this episode of Hire Ground, hosts Christina Greenberg and Josh Czupryk explore the transformative power of neurodiversity in K12 leadership and...

Read Article

Hire Ground Podcast Episode 10: Teach For America 35th Anniversary Summit

Episode 10 ofHire Ground Podcast with Niloy Gangopadhyay In this episode of Hire Ground, host Josh Czupryk speaks with Niloy Gangopadhyay, Vice President for Teach For America's 35th Anniversary...

Read Article

Leadership in Action: The Executive Search That Positioned Brianna Robinson as President and CEO of Opportunity Junction

Since 2000, Opportunity Junction has been guided by a clear and enduring belief, “everyone who works hard deserves the opportunity to succeed.” Serving Contra Costa County, the organization provides...

Read Article
Hire Ground Special Episode

Hire Ground Special Episode: Hope Is Not a Strategy with Dr. Brandi Chin from The Opportunity Trust

Special Episode of ofHire Ground Podcast withDr. Brandi Nicole Chin In this special episode of Hire Ground, host Josh Czupryk sits down with Dr. Brandi Nicole Chin from the Opportunity Trust to...

Read Article

Hire Ground Podcast Episode 9: The Future of Learning: AI, Adaptivity, and the Evolving Role of Educators in 2026

Episode 9 ofHire Ground Podcast with Michael Horn In this episode of Hire Ground, hosts Christina Greenberg and Josh Czupryk explore the transformative impact of AI on K12 education and leadership....

Read Article

Hire Ground Podcast Episode 8: Innovation, The K12 Path Forward

Episode 8 ofHire Ground Podcast withDr. Sally G. Parish Faculty are leaving the profession in record numbers - but some schools are bucking the trend. In Episode 8 of Hire Ground, host Christina...

Read Article

KIPP St. Louis Welcomes New CEO Dr. Nathalie Henderson

A New Chapter for KIPP St. Louis: Welcoming Dr. Nathalie Henderson as CEO This year marked a historic moment for KIPP St. Louis: the public charter school organization launched its first CEO search...

Read Article

Hire Ground Podcast Episode 7: Families as Partners: The Power of Community in K12 Leadership

Episode 7 ofHire Ground Podcast with Kimi Kean In this episode of Hire Ground, hosts Christina Greenberg and Josh Czupryk dive into the power of community engagement in K12 leadership. Drawing from...

Read Article

Hire Ground Podcast Episode 6: High-Quality Materials: A K12 Leader’s Lifeline

Episode 6 ofHire Ground Podcast with Eric Hirsch In this episode of Hire Ground, hosts Christina Greenberg and Josh Czupryk sit down with Eric Hirsch, CEO of Ed Reports, to explore how high-quality...

Read Article

Saying Yes to the Scary Stuff: The Story Behind Hire Ground Podcast

This summer, as I was thinking through how to tell our Edgility Search story with Jonathan Schorr, Amirah Raveneau-Bey and Hadley Kornacki, the team was encouraging me to record short-form videos of...

Read Article

Become Future-Ready: Edgility's Succession Planning Toolkit

Leadership transitions are inevitable, but too often they happen in a rush. A key leader leaves, and organizations scramble to respond — often without a clear sense of what success in that role...

Read Article

Hire Ground Podcast Episode 5: Preparing Future K12 Leaders

Episode 5 ofHire Ground Podcast with Natasha Trivers In this episode of Hire Ground, hosts Christina Greenberg and Josh Czupryk tackle the growing crisis of leadership fatigue in K12 education. With...

Read Article

From Reflection to Action: A Practical Guide to Succession Planning

Leadership transitions are pivotal moments for mission-driven organizations. In my previous post, I strongly encouraged leadership that this season must be different, that the time has come to shift...

Read Article

Principals Driving Student Success: Edgility Partners with Education for Change

At Edgility Search, we know the right leader can transform not only a school but also the community it serves. Our partnership with Education for Change Public Schools (EFC) in Oakland has helped...

Read Article

Hire Ground Podcast Episode 4: Preparing for and Embracing the Political Headwinds in K12

Episode 4 ofHire Ground Podcast with Kunjan Narechania The political landscape in K12 education is more complex than ever, influencing classrooms, schools, districts, networks, and state-level...

Read Article

Hire Ground Podcast Episode 3: The K12 Leadership Profile Shift

Episode 3 ofHire Ground Podcast with Eric Thomas The K12 Leadership Profile has shifted since COVID. Can a leader compartmentalize? Can the communicate with clarity? Can they manage the external...

Read Article

From First Job to Third Act: Hiring with Equity Across Generations

At Edgility, we’re always listening—to clients, to candidates, and to the trends shaping the talent market. In this conversation, Christina Greenberg (CEO, Edgility Search) and Naomi Roth-Gaudette...

Read Article

Seamless Transitions: Mastering the Art of Principal Transitions Without the Chaos

A principal transition is a pivotal moment for any school, with the potential to significantly impact staff, students, and families. Learn how to craft a comprehensive transition plan that...

Read Article

Matt Taylor Named Executive Director of California Montessori Project

At Edgility, we know that great organizations need great leaders. That’s why we’re proud to spotlight our recent placement of Matt Taylor as Executive Director of the California Montessori Project...

Read Article

Building Relationships That Drive Great Hires: Team Spotlight on Serena Moy

At Edgility, our people are at the heart of everything we do. Each team member brings not only skill and expertise but also passion and care for the organizations and communities we serve. Serena Moy...

Read Article

Hire Ground Podcast Episode 2: Aligning Orgs & Candidates: The Art of Refined Matching in the Age of AI

Episode 2 ofHire Ground Podcast In this episode, hosts Christina Greenberg and Josh Czupryk unpack how to define skills and profiles, leverage AI responsibly in your job search (from either side),...

Read Article
school-classroom

Why This Season Must Be Different: A New Approach to Succession Planning

It’s a story I know all too well. I get a call from a panicked board member in November - or January or (gasp!) April - saying that their longtime, beloved charter school executive is leaving that...

Read Article
Julia Chih Steps into the COO Role

Scaling PBLWorks’ Vision: Julia Chih Steps into the COO Role

Project Based Learning (PBL) has become a gold standard for many over the last 30 years, and no organization is a bigger champion of its merits than PBLWorks. Since 1999, PBLWorks has offered...

Read Article

The Perils of Perpetual Urgency: Nurturing Balance in the Workplace

In recent years, “urgency” has begun to feel like a constant companion. While a sense of urgency can drive productivity and innovation, we can all agree that an environment where everything is deemed...

Read Article

Hire Ground Podcast Episode 1: Find, Hire, Keep your K12 Leaders

Episode 1 ofHire Ground Podcast When will superintendents, CEOs, principals, and faculty look for 2026-27? It's earlier than you think. Listen to Episode One to go on a journey toHire Groundwith ...

Read Article

How Kentanji Brown Jackson’s Hearings Reinforced the Need for Racial Equity in the Workplace

No matter what side of the political spectrum you are on, this moment is historic. A Black woman sitting on the Supreme Court for the first time in 232 years is groundbreaking, and Edgility is...

Read Article

Celebrating Black History Month: 5 Black Leaders to Follow

In recent years, there has been a surge in the number of Black-owned businesses and content creators who are making a name for themselves in various industries. These individuals are talented,...

Read Article

Event Spotlight: Insights from Bay Area Leaders on Family Involvement and Student Success

In October we hosted our first event in Oakland, California, an exciting event that brought together educators, education leaders, parents, and community members for a special evening of conversation...

Read Article

Get Ahead of the Game

If you're a talent professional in the education sector, things are likely a bit slower (read: more manageable) for you right now as all the people you hired for this school year settle into...

Read Article

Recruiting Lessons from the Mayweather vs. Pacquiao Fight

My colleagues and I regularly get called upon to help schools and education organizations find the best candidates to fill key positions in their organizations. We are skilled at combing our...

Read Article

Conversion – More Than a Religious Experience

If you are like most people, when you see the word “conversion” you think of the process someone goes through when they are shifting money around among their retirement accounts or the experience of...

Read Article

Practice Makes Perfect

“They say that nobody is perfect. Then they tell you practice makes perfect. I wish they'd make up their minds.” - Winston Churchill My seven year old recently started playing piano. After...

Read Article

Go…..USA Women’s Soccer Team!

What an amazing game against Japan! As I watched the USA Women’s Final World Cup game, I wondered how Jill Ellis (head coach) goes about choosing the right players for the team. There are young...

Read Article

Evaluating Ourselves: Ensuring Impact & Equity in CEO ED Evaluations

Read Article
Value Schools Undertakes CEO Performance Evaluation Process

Value Schools Undertakes CEO Performance Evaluation Process to Support High-Performing Leader

A Long-Standing Partnership Over the years Edgility and our team of experts have become trusted partners to the team at Value Schools. In fact, their emphasis on equal opportunities and outcomes...

Read Article

Executive Onboarding: Best Practices for Success

Executive onboarding is a strategic process to help new executives integrate smoothly into their roles, maximize their impact, and align with company goals. Yet according to data from Gallup, one in...

Read Article
Inclusive Hiring Practices and Accessible Candidate Experiences

How Organizations Can Create More Inclusive Hiring Practices and Accessible Candidate Experiences

Inclusivity is often looked at from two lenses: accessibility and diversity. These lenses often overlap in their interests, intents, and vocabularies. Accessibility in hiring practices refers to the...

Read Article
Edgility Launches CEO/Executive Director Evaluation Service

Edgility Launches CEO/Executive Director Evaluation Service

Edgility is excited to offer a brand-new leadership evaluation service!

Read Article
Edgility’s Guide to Attracting Top Talent

How to Optimize Your Job Descriptions: Edgility’s Guide to Attracting Top Talent

One of the most under-valued, but most important parts of any job search, is the job description. While some hiring teams may see the job description as a basic tool, at Edgility, we see it as more...

Read Article

Learning and Sourcing with LinkedIn Recruiter

This webinar is a chance for fellow recruiters and talent professionals at all levels to explore sourcing topics and strategies using LinkedIn Recruiter. We’ll also leave time for questions...

Read Article

The Importance of Succession Planning for Mission Driven Organizations

Choosing who will succeed the current leader of an organization can weigh heavily on the minds of many Boards and executive teams. Yet when most organizations start the succession planning process,...

Read Article
Diverse Leadership Teams

Building Diverse Leadership Teams that Reflect Your Organization

Many organizations succeed in building a diverse workforce, but it does not always result in diversity in leadership positions. Building a diverse leadership team takes time, intention, and a clear...

Read Article
A Story of Growth, Leadership, and Impact

SEO Scholars, SF: A Story of Growth, Leadership, and Impact

As the year comes to a close, I find myself reflecting on my past search projects. I appreciate this time of year, because I see it as a time to slow down and remember all of the amazing...

Read Article
Curtis Palmore

Empowering Change: Dr. Curtis Palmore’s Appointment as Executive Director at New Visions Charter High Schools

In the bustling landscape of New York City, an exceptional leader has emerged to steer the transformative journey of New Visions Charter High Schools (NVCHS). We are honored to highlight the recent...

Read Article
A Guide to Reinventing Your Professional Path

Navigating Career Change: A Guide to Reinventing Your Professional Path

Let’s be honest, the pursuit of a fulfilling career often involves navigating twists and turns, and occasionally, a complete overhaul of your professional trajectory. If you find yourself at a...

Read Article
How to Use A Scorecard

How to Use A Scorecard to Follow an Objective Search Process

A diverse workforce is a successful workforce. In fact, according to McKinsey, diverse and inclusive corporations are 35% more likely to outperform their less diverse and inclusive competitors. And...

Read Article
Rethinking Cover Letters

Rethinking Cover Letters: Potential Biases and Alternatives

At Edgility our commitment to diversity and equity informs and influences everything we do, and holds our team accountable for reassessing traditional practices that create inequities in the hiring...

Read Article
Mitigate Bias with Smart Strategies

The Art of Fair Hiring: Mitigate Bias with Smart Strategies

At this point, we should all be familiar with the pervasive influence of bias in our lives, whether it’s in our personal interactions or our daily conversations. As responsible individuals who...

Read Article

Disrupting Bias: Equity in Hiring

Read Article
Dr. Joel D. Boyd

CEO Succession Spotlight: The Hiring Process of Mastery Schools’ CEO, Dr. Joel D. Boyd

Mastery Schools has grown to be a network of 24 charter schools with 1,800 staff in Philadelphia and Camden. This network of schools provides a well-rounded, data-driven education to 14,000...

Read Article
Connect With Our Team

Connect With Our Team

Whether you're exploring services, seeking a thought partner, or simply have questions, we’re here to connect. Reach out to learn more about how we can support your leadership goals and help your organization move forward with clarity and purpose.

Contact Us Today!