m/Oppenheim was formed to recruit visionary leaders to nonprofit organizations.
We locate the hard-to-identify innovators, the entrepreneurs who can move across sectors to bring powerful new practices to clients, leaders focused on driving outstanding results and operating excellence. Through exhaustive sourcing, evidence-based analysis, and by cultivating strong networks among nonprofit, business and funding leaders, we deliver superior results.
Frequently Asked Questions on m/Oppenheim’s Value Proposition
m/Oppenheim vs. business search firms that also serve nonprofits:
- Laser Focus: Our internal incentives, investments and every workflow reflects a DNA-level commitment to engaging leaders of diverse accomplishments able to address the specific challenges of nonprofits in the coming years. Firms earning most revenue from businesses optimize around candidates that deliver margin; we optimize around candidates delivering balanced impact aligned to mission. Our process is intense, our analysis revealing, our results evidence-based.
- We are better at engaging business candidates for nonprofits: Executives are don’t like to let business recruiters know they might be open to crossing over to the nonprofit sector. We have no such impediment, because m/Oppenheim will not be recruiting executives to their next business position. We routinely engage in discreet discussions with business leaders on their interests, families, concerns and passions – discussions which are frequently too intimate and personal for a business recruiting context. And we contextualize analysis of business accomplishments in nonprofit terms.
- Networks:. m/Oppenheim sourcing systematically crosses networks to break barriers, and TV also has us continually interacting in real time with broad networks of business, nonprofit and government leaders as we cover nonprofit news and trends. We can and do reach anyone.
m/Oppenheim vs. firms that rotate through pre-defined candidate pools:
We can reach anyone; the key is what happens next.
Fierce competition for talent:
Other consulting, interim work, etc.:
Why does m/Oppenheim take a marketing approach to search and invest in nonprofit reporting through mOppenheim.TV?
Our investment in mOppenheim.TV expresses our commitment to the sector, demonstrates our knowledge and interview approach to clients seeking our services, and builds a nonprofit news reporting ecosystem as a public service.
m/Oppenheim creates video profiles for some searches that include interviews of board and staff, and videos that function as marketing spots. Can you do this for us?
How do you deal with issues of diversity?
How m/Oppenheim defines success?
How do you handle internal candidates?
When organizations have internal candidates that you wish treated differently, we suggest undertaking this separate process first and we volunteer to assist in this at no charge. Otherwise we fold internal candidates into our overall process and do not adjust fees based on the source behind a particular nomination.
How many searches do you work on?
What are your “off limits” related clients?
We find that our clients do not view m/Oppenheim as their mechanism for preventing treasured leaders from taking a next logical career step. The fact is that we frequently receive nominations or candidate references from Board chairs and executives in our network who feel that their most valued leaders are ready for a new challenge. Such nominations are an expression of both support and loyalty.
What are your fees?
Detailed Search Schedule
- Prior to first meeting:
- Signed confirmation letter received.
- Interview contact list received for Search Committee, staff, board, others (including names, addresses, e-mails, work/mobile/home phone numbers as appropriate)
- Assemble candidate packets if possible (these are briefing materials ready to be sent to prospects and candidates in the course of the search)
- Reserve days for kickoff meeting and in-person or phone interviews
- From Kickoff meeting to approval of the Position Description
- Kickoff meeting Monday), followed by 1 or two days of in-person interviews, followed by phone interviews
- Development of 1st draft of the position description (If the kickoff meeting happens on Monday, the first draft is usually delivered the following Monday or Tuesday)
- Position Description – review, edits and draft (generally another week)
- Develop initial source list
- From Sourcing to Candidate Interviews
- Phase 1 Sourcing (generally about 6 weeks)
- Midpoint meeting (generally a long meeting with the Search Committee, with review of prospect resumes and feedback from SC to guide further sourcing)
- Phase 2 Sourcing (generally 4 weeks)
- Candidate selection meeting (generally a long meeting with the Search Committee, culminating in selection of 4-6 candidates)
- Candidate interviews (one or two days of structured interviews), followed by Finalist Selection
- Finalist interviews (unstructured meetings/interviews with Search Committee, selected Board members)
- Meet & greet with staff
- Debrief & feedback to Search Committee
- Search completion
How Does It All Look?
Our interactions with clients and candidates look very much like our INSIGHT interviews with prominent nonprofit leaders, which are edits of hour long interviews: