SHARE:  
Join Our Email List
Executive Eye-Opener 1Q22
Welcome

As spring approaches, the Great Resignation continues to make headlines and search firms across the country are feeling the impact. With plenty of candidates ready to refresh their careers, we remain steadfast in our
mission to deliver diverse candidate outcomes. As both we and our clients navigate today's competitive marketplace, we must think outside the box in order to attract and retain top talent. 

When it comes to replacing a long-tenured, founder-led CEO, the stakes can be incredibly high. Replacing a legend is not easy. These leaders deserve to retire at the pinnacle of their career, but not every candidate is either suited or wants to step into the shoes of a legend. While the search for such a successor can be
challenging, the right framework can help organizations succeed. Join us as we explore best practices for replacing these long-tenured, founder-led leaders.

With any search for a new leader, organizations tend to gravitate towards those candidates who have already served in a role as President, CEO or Executive Director. While seeking these #1’s is a safe strategy, it overlooks a large pool of candidates, many of whom are hungry to meet their highest career goals and aspirations (HCGA). It's why we look seriously at and have consistently advised our clients to engage strong #2’s –those with proven leadership track records as well as considerable runway and upside. Enjoy our feature on “The Case for Strong #2’s as CEOs.

As the weather warms, spring offers us all the opportunity to hit the refresh button. We urge you to consider what you are doing to retain and hire top talent. Is your compensation package competitive? Are you embracing the reality and efficacy of remote work? Do you emphasize wellness and a healthy work/life
balance? More than ever, these practices and conditions matter as we spring forward into the
post-COVID era. 

Warmly,
Tracy McMillan, CEO & Managing Partner
Best Practices for Replacing a Long-tenured, Founder-led CEO
As a search firm, we repeatedly encounter the following scene: A frantic Board Chair or Search Committee member calls because their esteemed founder and long-tenured leader (LTL) has decided to retire. The organization has no succession plan or otherwise strong internal candidates so they must engage a search firm.

It is never easy to replace a founder or otherwise LTL. This is typically someone who many consider a legend, a leader with a distinguished career, remarkable body of work and legacy of profound impact. Accordingly, boards of directors must navigate a sometimes unenviable duality that includes exiting the retiring CEO with grace, professionalism and respect, while partnering with the search firm to recruit the right leader at this stage of the organization’s life cycle. The process requires empathy, inclusivity, transparency, common sense and foresight.

Over the years, we have observed that a lack of cohesive succession or transition planning tends to make these situations decidedly more difficult. Even when a LTL attempts to groom a successor, they don’t always do so in alignment with the Board or the organization’s strategic plan. Thus, even if an internal candidate emerges at the eleventh hour, it is highly unlikely that the internal candidate will be championed by the Board.
The Case for Strong #2's as CEO Candidates
When our clients lack internal bench strength and succession planning does not deliver, they retain executive search firms to recruit the organization’s next leader. Whether it’s a CEO, Executive Director or President role (hereafter referred to as CEO), organizations tend to be favorably disposed towards sitting CEO’s, current #1’s. While this may be a safe and traditional strategy for attracting and recruiting their next leader, we advise and firmly believe that our clients are best served by also engaging and giving serious consideration to “strong #2’s.”

A “strong #2” — whether a COO, CFO or otherwise dynamic direct report to a #1 — can potentially be your next great leader. #2’s who truly aspire to be a CEO, and who possess the grit, determination and drive as well as a demonstrated track record of leadership and positive business outcomes should also be on the radar screen. Oftentimes, these hidden gems find themselves isolated or stuck in organizations with pseudo-succession plans, saddled behind long-tenured leaders. Nevertheless, #2’s who truly have the chops to be CEOs won’t rest and cannot truly be at peace until they get their first shot to achieve their highest career goal and aspiration (HCGA).
Meet our Team
Johanna Vargas
Vice President, Senior Associate
Johanna has over 17 years of business experience including human resource services and consulting, as well as talent acquisition, coaching and training. Specializing in brand awareness and acquisition integration as well as organizational and business development, she is passionate about solving complex analytical problems, improving processes and helping clients achieve their organizational goals. Adept at connecting individuals and organizations to build mutually beneficial relationships, Johanna sees concurrent opportunities in recruiting and developing future leaders to help organizations improve efficiency, enhance operations, and drive profitability. Learn more about Johanna.
Active Searches
Low Income Investment Fund (LIIF): New York, NY

Low Income Investment Fund (LIIF): California | Washington | Colorado | Oregon | Texas

Low Income Investment Fund (LIIF): San Francisco | Los Angeles

Carhartt: United States (Remote)

Carhartt: Dearborn, MI (US Remote)

National Community Stabilization Trust (NCST): Washington, DC preferred | New York, NY | US Remote

Homeless Prenatal Program: San Francisco, CA

Housing Partnership Network: Boston, MA

Affordable Housing Trust for Columbus & Franklin County: Columbus, OH

Idaho Housing and Finance Association: Boise, ID

Washington State Housing Finance Commission: Seattle, WA

National Conference for Community and Justice: Windsor, CT

Carhartt: Lexington, KY

Opportunity Communities: Boston, MA

Kiva: Portland, OR / San Francisco, CA / New York, NY / U.S. Remote

Carhartt: Lexington, KY
Submit Your Resume
To submit your resume/CV and stay connected to BroadView Talent Partners, please click here to access our data partner, Not Actively Looking.

NotActivelyLooking is a confidential and secure platform that allows you to manage the information you provide to us, including up-to-date career information, key achievements, skills and future aspirations. For more information, please contact us at info@BroadViewTalent.com.