Should I use board recruitment firms to get a board seat?
Yes, but selectively. Recruiters fill only an estimated 10% of board appointments, and their real client is the hiring organization, not you. Used strategically — with a targeted firm list, a purpose-built board resume, and realistic expectations — reputable board recruitment firms can still be a valuable part of a broader board search.
In the USA and Canada, most significant paid independent board roles are filled by engaging board recruitment firms or executive recruitment firms. If you aspire to serve on a commercial board, here’s how recruiters fit into your pursuit of becoming an independent board director — and how to make the odds work in your favor.
My best advice – avoid board recruitment firms
Why do I say this? I used to work at one of the United Kingdom’s top executive and board recruitment firms. People would contact me regularly, hoping to book a time to introduce themselves and get on my radar. When time permitted, I would speak with those who could help with current or future recruitment assignments.
However, it’s important to realize that if you’re fortunate enough to speak with a recruiter, many other candidates with equal or greater qualifications are likely also in the same position — a situation best to avoid.
As a recruiter, I spoke to hundreds of people like you, hoping to get an independent seat on a board. That is what my clients were paying me to do. To avoid disappointment, you must accept that the core business of board recruitment firms is finding board candidates for paying clients, NOT finding you a board seat. That said, a database of strong candidates makes a recruiter’s job easier.
So here lies my reasoning behind my advice to avoid the board recruitment firms:
- It is estimated that only 10% of all board appointments are made via a recruiter (this may be higher for some countries and paid board roles).
- Appointments via a recruiter are the most competitive of the four pathways to obtaining a board seat. The other three are responding to an advertisement, directly approaching a board you want to sit on, and through a personal or professional connection.
- Recruitment firms seek outcomes in their client’s best interests, not yours.
- A reputable recruiter invests time and effort in extensively searching for potential candidates. However, when they shortlist candidates, they also take on the gatekeeper role. Rightly or wrongly, factors outside the brief can influence this decision-making process, including time constraints, commitment levels, personal preferences or biases, reputations, opting for safe selections, and incentives.
The 4 Pathways to a Board Seat
See the full breakdown in “How to get a board seat? The 4 ways they happen.” |
You should also understand the fee structure. Reputable recruiters will never charge a candidate. Recruiters are paid on a retained or contingency basis directly by the organization that is recruiting a new independent board director. For you, this means that the recruitment firm’s motivation is to please the client, not to extract fees from candidates.
Retained vs. Contingency Recruitment — What It Means for You
Either way, reputable firms are paid by the hiring organization — never by candidates. If a “recruiter” asks you for money, that’s a red flag, not standard practice. |
My realistic advice – learn how to use recruitment firms effectively
While my advice so far is genuine, it may not be practical for those of you who aspire to obtain a board role that a recruiter is managing. You will likely want or need to work with a board recruitment firm at some stage. Therefore, you must know how to work effectively with them.
Understand the culture
Board recruitment and executive search firms have worked hard to earn their clients’ trust. At the end of the day, the client is paying for the recruiter’s recommendations and opinions, which is what they will provide. These companies’ financial stability is reliant on winning future recruitment jobs and referrals from their clients. Reputation is everything. For you, that means recruiters WILL NOT recommend anyone they do not have sufficient confidence in to their clients.
You must acknowledge that their reputation is critical. To do that, you need to de-risk your candidature and build confidence that you are the person for the role. If they are confident that you are the best person for the role, they will, in turn, have no trouble looking their client in the eye and saying so.
Board recruiters are people; they have professional and personal opinions. Their clients trust them to provide expert opinions. A confident recruiter will not hesitate to advise who their clients should appoint. At the very least, they will guide the decision-making process and provide a shortlist. Shortlists include candidates who not only impress them most, but also won’t risk their reputation if recommended.
Work with reputable and suitable board recruitment firms
To make the best use of your time and improve your chances of success, I suggest you choose board recruitment firms that fit you well. Also familiarize yourself with established players in the industry; examples include Egon Zehnder, Spencer Stuart, and Korn Ferry.
Step 1 – Compile a List
Compile a list of board recruitment firms operating in your location or industry. Expand your search to include executive search firms that also engage in board recruitment. This research can be done online. Google searches are where you should start.
LinkedIn is another tool you can use. Run general searches such as “board recruitment” or “executive recruitment.” Then select the Companies tab. From here, you can further filter by Location and Industry. During these searches, follow any company pages from the listing that you think may be relevant. You can always unfollow them later if they are not right for you. Then, perform your keyword searches again, but this time select the People tab. From here, you can follow or connect with recruitment consultants you feel may be valuable or who specialize in your fields of interest.
The final search you should perform on LinkedIn is a job search. Search for relevant board-related roles in your location. Many of these roles will have been listed by recruiters. Add any additional firms to your list.
When compiling your list, you can also use job boards or job aggregator websites. These sites will vary depending on where you are based; examples include Monster, Glassdoor, and ZipRecruiter in the USA, and CharityVillage for not-for-profit roles in Canada. Use keywords relating to the types of board roles you are looking for. Then, pay attention to the companies listing the roles. If it is a recruiter or recruitment firm, add them to your list.
As you build your list, record the URLs, LinkedIn company pages, or other listing pages you come across. These will serve as a handy reference when you move on to the next stages of your research.
Step 2 – Research Fit
Now that you have your list, you should research which, if any, of these firms are best suited to your needs and the independent board roles you are chasing. Some board recruitment firms specialize in industries that may or may not be a good match for your skill set. Some may only recruit for voluntary or start-up organizations. If you don’t see a good fit, mark those firms off your list or grade them appropriately. When evaluating fit, think about what transferable skills you can bring to the table. Overlooking them could mean missing opportunities in other industries or organizations that would value your transferable skills or specialist expertise.
You can perform this research online by reviewing the company’s website, LinkedIn profile, clients, and past recruitment assignments. You should also consider reaching out by phone, email, or LinkedIn to learn more.
Step 3 – Research Reputation
Not all recruitment firms are equal. If you’ve reached this step and your list is still extensive, focus on the reputation of those firms and their recruiters. Investigate the company’s social media pages for comments and reviews. Scrutinize the individual recruiter’s LinkedIn profiles, focusing on activity and recommendations. If you see any issues, remove them from your list or grade them appropriately.
Have a competitive board pitch and board resume
When working with board recruitment firms, I cannot stress enough that your board pitch and board resume are critical. You have about 7 seconds to make an impression and potentially land on a highly competitive shortlist. Your board resume and pitch must set you apart from competitors and reassure the recruiter you can do the job. Recruiters are time-poor and usually sift through large pools of eligible candidates. Submitting an executive resume instead of a customized board resume usually means your application won’t make the first cull.
Thinking about the free Board Appointment Guide? If Steps 1–3 above already have you thinking about your own recruiter list, this is a good moment to grab my free Board Appointment Guide, which includes advice on writing a recruiter-ready board resume and pitch — link at the end of this article. |
Nurture, but don’t annoy
Most board and executive search firms maintain a database of potential candidates for the roles and industries they consult on. This is where they commence their search for suitable candidates. You therefore need to get your details and board resume on the databases of at least the top firms on your list. In some cases, you can do this via their website. For some firms, you may need to contact a consultant by email, phone, or LinkedIn before you are listed with them.
A personal approach is often the best way to stand out. Once you have established a relationship, don’t let it go stale. Keep in regular contact, but not so much that you become an annoyance. Remain genuine and not needy. If you get the chance to have a 1:1 conversation with them, make sure you are well prepared. Know precisely what you offer a board and what types of roles you are looking for. This will ensure that you are tagged appropriately on their database.
There is an alternative to working with recruiters
There is an alternative to using board search or executive recruitment firms, and one that is far less competitive. As noted above, recruiters fill only an estimated 10% of board appointments. The remaining appointments are split across the other three pathways — responding to an advertisement, directly approaching a board, and personal or professional connections — and up to 80% of all appointments happen through these non-formal, non-recruiter routes combined. I will show you exactly how to tap into these hidden board vacancies and even generate opportunities for yourself during my “How to Unlock Board Opportunities Masterclass.” It is available to clients of my Board Appointment Coaching Program PLUS.
Frequently Asked Questions
Do board recruitment firms charge candidates any fees?
No — reputable board recruitment firms are paid by the hiring organization, either on a retained or contingency basis, and will never charge a candidate for their services. If you’re ever asked to pay a fee to be considered for a board role, treat that as a red flag.
What’s the difference between a board search firm and a general executive search firm?
Many firms do both. A dedicated board or director search firm focuses specifically on governance-level appointments — independent directors, board chairs, and committee roles — while a general executive search firm typically recruits for C-suite and senior management roles and may only handle board searches as part of a broader mandate. Some of the largest global names, including Egon Zehnder, Spencer Stuart, and Korn Ferry, run both practices.
How much do companies typically pay a firm to fill a board seat?
Fees vary by firm, seniority, and whether the search is retained or contingency-based, but they are paid entirely by the hiring organization — commonly structured as a percentage of the role’s total first-year compensation for retained searches. As a candidate, this cost should never be passed on to you.
How do I get noticed by board recruiters and added to their candidate database?
Build a targeted list of firms that fit your industry and location, then register directly through their website where possible, or reach out to a relevant consultant by email, phone, or LinkedIn. Once you’re on their radar, stay in light, genuine contact so you’re accurately tagged for the types of roles you want — without becoming a nuisance.
What’s the difference between a board resume and a regular executive resume?
A board resume is a distinct document, not just a trimmed-down CV — it’s structured around governance experience, committee-level impact, and the specific value you’d bring to a board, rather than the operational achievements an executive resume highlights. Recruiters typically decide whether to shortlist a candidate within seconds, so submitting an executive resume instead of a purpose-built board resume is one of the most common reasons candidates don’t make the first cut.
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About the Author
David Schwarz is CEO & Founder of Board Appointments. He has over a decade of experience in putting people on boards as an international headhunter and recruiter. He has interviewed hundreds of directors and placed hundreds into some of the most significant public, private and NFP director roles in the world.
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