How to use board recruitment firms to get a board appointment

It may shock you to learn that only 10% of board appointments in the UK are made through recruiters and search firms. So, why do most aspiring Non-Executive Directors (NED) assume this statistic is higher? It is because recruitment firms are usually entrusted with finding candidates for paid non-executive roles and the more significant board opportunities. As a former board recruiter, I want to share my insider knowledge to help you secure a board appointment through this process.

The best advice I can give you might shock you

I began my career in executive recruitment at one of the UK’s top executive search firms. A large part of my role was counselling candidates about how to find board (and executive) roles. There was a continuous stream of people trying to book time in my diary for a chat. In a cutthroat industry, I was extremely busy, focusing on going above and beyond what my current clients expected.

So it was only when time permitted that I had these additional conversations, with the aim of building my database of future candidates. During these conversations, the best and most honest advice I could offer many of these people was to “avoid people like me when looking for a board role”.

Why? If I were speaking to them, I would have also spoken to hundreds just like them. That was my job, and that was what my client was paying for. My clients expected me to find and compare hundreds of qualified board candidates for their role. As an aspiring director, you don’t want to be one of the hundreds applying for a single role. Your chances of being noticed and appointed via this, the most competitive path to a NED appointment, are extremely low.

How board recruiters operate in the UK

UK board recruitment firms typically work with an extensive network of corporate and not-for-profit clients to source qualified candidates for a range of vacant board roles.

The process begins with the recruitment consultant assigned to the project searching their own and the recruitment firm’s database and network of contacts to identify potential candidates. The firm’s specialists and researchers then expand the search to identify a comprehensive list of suitable candidates that meet the client’s selection criteria. They will usually also advertise the role on their website, LinkedIn, and other suitable platforms. Once applications close, the recruitment firm is usually also contacted to produce a shortlist of suitable candidates whom the client or board will interview.

Executive and board search firms are built on reputation. “You are only as good as your last appointment” is a phrase many in the industry use. In their eyes, there is no room for a failed appointment, and every appointment assignment is critical. For you, this means they WILL NOT recommend a candidate to their client whom they do not have absolute faith in.

Recruitment professionals have dedicated extensive time and effort to establishing trustworthy client relationships. As such, their recommendations and opinions hold significant value to the client.

How to use recruiters and search firms effectively during your NED appointment search

Although my advice to “avoid board recruiters” was well-intentioned, it is unlikely to be feasible in today’s UK market. Currently, board recruitment firms or executive recruitment firms handle most of the significant, paid and unpaid board roles. So when dealing with recruiters, it is important to recognise that they are hired to serve as gatekeepers. With that in mind, you must know how to make an impression, one that will influence them.

Below are some tips on how to use board recruiters and search firms effectively:

1. Accept their role in the processes

Good board opportunities are placed with poor recruitment firms, and good opportunities can be hidden behind any recruiters. For this reason, no matter how you feel about the recruitment industry, it is important not to be put off by rude recruiters or lousy service. Recruiters hold a significant amount of influence in the board recruitment process, whether you agree with it or not.

2. Use them as a source of intelligence

Board recruitment firms and executive recruiters can provide a wealth of information about the board appointment process. They are typically in tune with current industry and board appointment trends. They can also help you identify what skills and experiences organisations are looking for when appointing board members. By talking to board recruitment firms or executive recruiters, you can gain insight into salary levels for different boards and broader market trends.

3. Build relationships with recruiters

First, I recommend building a good relationship with key recruiters and then keeping in touch with them. Maintain an active list of contacts you can regularly reach out to, and keep them updated on your progress. Good recruiters will follow up with potential candidates once a role has been filled; if they do, make sure you have a conversation and stay in contact. Follow the firm and individual recruiters on LinkedIn. Not only will they share news, tips, and events, but they will usually list any board appointment assignments that they are consulting on.

4. Target the right firms

There are literally hundreds of large and small executive search firms in the UK. Based on their current and potential client base and market share, most will regularly or occasionally recruit for governance roles. None appears to be bespoke enough consult exclusively for non-executive director roles. You cannot build relationships with all of them, so research is needed to identify the best recruitment firms and individual recruiters for you to build relationships with. Your time is as valuable as theirs, so use it wisely. Investigate who their clients are, their track record in successful board appointments, and their knowledge of your sector/industry.

5. Ensure you stand out

It is important to make yourself known to recruiters so that they can recommend you when the right opportunity arises. Ensure your Board CV and LinkedIn profile are up to date and highlight your relevant board (or board level) experience and qualifications. Know your board value position and be confident about what you have to offer a board. You may have only seconds to make a first and lasting impression.

6. Gain their trust

Understanding that a recruiter’s reputation is key means you will do all you can to provide confidence that you are the person for the role. If you manage to do so, they should have no hesitation looking their client in the eye and saying so. Be under no illusion that their client will ask them for their recommendations. Like any consultants, recruiters have opinions, and they will never shy away from giving advice, providing recommendations, and guiding the decision-making process.

Conclusion

In today’s competitive market, board recruitment firms and executive search consultants will, at some stage, likely play a crucial role in your successful securing a board appointment.

To increase your chances in the highly competitive board appointment process, you must first accept the search firm’s relationship with and influence over the client. Only then can you effectively build relationships with the appropriate firms and use them to your advantage.

Ensure your board CV and LinkedIn profile are up to date, target the right consultants to contact, use them as a source of intelligence, and build their trust. Doing this will help you stand out and increase your chances of getting a more significant board appointment.

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