Contingent Executive Search
Searching for ministry leaders takes time. Time you could be spending investing in your current staff, volunteers, members, board, and community. Let us take the burden from you. We do the hard work of candidate sourcing and screening while your focus stays on ministry. The result – you get great candidates faster without detracting from leading a fruitful ministry.
What type of roles can we help you fill? Anything. Lead Pastors. Executive Pastors. Associates. Worship. Children. Students. College and Young Adults. Discipleship. Operations. And everything in between. Finding candidates in any ministry domain is our passion!
Step 1 – Partnership Development
First, we need to get on a call to talk about the details of our process and ensure we are a good match. After that call, we’ll sign a contract and begin working hard to get to know you through a church questionnaire and deep dive follow-up video call.
Step 2 – Search Readiness
After we’ve taken the time to get to know you, your church, and your ministry environment, we’ll prepare a position profile and our proprietary Candidate Requirements Scorecard that you will review, speak into, and approve.
Our partnership and screening process is based on the 7 Cs of Staff Searches. We’d love to help you learn more about it.
Step 3 – Search Ensues
Now that we are on the same page, we’ll post the role in the most effective places and broadcast it among our large network of SBC leaders. But we don’t just rely on email or social media marketing. We shake bushes. We call our ministry partners. We work hard to uncover candidates who may not be looking in all the usual places. We also offer $500 incentives for referrals. You’ll find that communication is woven into the fabric of our culture and processes. We’ll touch base with you at least every other week to provide details about the progress of the search.
Step 4 – Candidate Presentations
We send you candidates individually as they become ready. When a candidate is presented to you in our online portal, you get the resume and other relevant documents, several hours of interview notes, details of the spouse interview, two reference checks, initial social media checks, transcripts, and teaching, preaching, or leading samples (if appropriate to the role). Our goal is to help you get to know a candidate as intimately as possible before you spend time with them.
Step 5 – Church Vetting and Hiring
We can’t do it all for you. In fact, if we did, it might not lead to a good fit. Each church needs a process of their own that springboards off of the work that we do. You need steps on your side of the equation to determine if the candidate fits in your culture, environment, and team. If you don’t have a process, we’ll help you develop one. If you do have an interview process, we’ll make adjustments on our end to suit. When you find the perfect fit, and that candidate begins in their role, then you will owe the final balance. We also provide a guarantee – if the candidate doesn’t work out within a year, we’ll re-engage the search for free.