Be prepared to have conversations with NED recruiters

Based on my past experience as a recruiter in the UK, if you are developing a board or portfolio career, you should always be prepared to have conversations with Non-Executive Director (NED) recruiters.

These conversations will usually occur in one of four scenarios:

1. A headhunter calls you to gauge your interest in and suitability for a NED role they are seeking candidates for.
2. Based on your experience and networks, a NED recruiter may reach out to you seeking recommendations for potential candidates for a vacancy they are working on.
3. You call the NED recruiter after seeing their details as the contact for an advertised board role.
4. You call a board recruiter to build a relationship and put your case forward for future NED roles.

Whether you like it or not, the role of these recruiters matters in the appointment process for many paid board roles. Each scenario requires a professional but slightly different approach, and whether you are seeking a NED role now or possibly in the future, you should be prepared.

Scenario 1 – Being headhunted for a NED role

If a board headhunter calls you, it is likely that you meet the key selection criteria for the board role they are recruiting for. BUT don’t get too excited; it is also likely that you’ll just be one of many they reach out to.

Step 1 – Listen

When a recruiter calls, hold back and listen to everything they have to say. Avoid asking questions at this stage, as it is most likely that you don’t have sufficient information to ask the right ones. Asking the wrong questions now, during your first interaction with them, may leave a bad impression. One that affects your chances not just for this but for other board opportunities. Consciously sit back and practice active listening.

Step 2 – Respond

Respond by asking them to send you all the details, including the role description. Let them know you will call them back once you have reviewed the documents.

You could say something like, “Thank you for reaching out. I am interested in the opportunity, but would like to conduct some research before making any decisions. Could you please email me with the application materials and deadline?”

Step 3 – Prepare

Just because a recruiter has taken the time to call you, don’t make the assumption that you are already a shortlisted or favoured candidate.

After receiving the board vacancy information, you must conduct some initial board research to first determine if you wish to apply. Secondly, to ensure you have sufficient knowledge to make a good impression when you next speak with the recruiter.

Step 4 – Return the call

Now is the time to have the follow-up call with the recruiter, with questions. Be aware that their role in the process will not cease once you submit an application. Recruiters have a significant influence on who makes it to the interview stage and who gets appointed. I recommend that you always return their call, even if it is only a courtesy call to thank them for forwarding the information and to let them know you expect your application.

If you are not interested in the position, still call them back to let them know that the role is not quite what you are looking for. If appropriate, take this opportunity to let them know what you are looking for. You can also provide them with recommendations of others you believe would be a good fit. Fostering a good relationship with the recruiter means they will hopefully reach out to you again when they have future NED opportunities.

Scenario 2 – Being contacted for NED recommendations

Be aware that a headhunter may call to ask if you can recommend potential candidates for the NED vacancy they are recruiting for. They will have invested time in researching and identifying you as someone active in the relevant circles and industries.

Step 1 – Listen

Initially, you will not know why they are calling you. So again, hold back and listen to everything they have to say.

Step 2 – Respond

If you believe you can help, ask them to email all the details if no one comes to mind immediately.

Step 3 – Be professional

Although the conversation can be frustrating and time-consuming, it is important to be helpful and professional. Consider it an opportunity to make a good impression. Most recruitment firms handle both executive and non-executive roles, and you never know what the future holds. If the recruiter remembers you, it increases the likelihood that they will call you when suitable roles come along.

Scenario 3 – Responding to an advertised NED role

If you come across a suitable NED opportunity advertised, I always recommend contacting the recruiter if one is listed on the ad. The key here is when to make the call.

Step 1 – Delay making the call

Making a good impression is crucial, and you may only get one chance. Calling and asking for more information without proper preparation can have the opposite effect.

Some individuals feel anxious about taking this approach, concerned about being beaten to the post by an eager competitor. However, my experience is that no one has missed out on a board role simply because they didn’t immediately express their interest. Furthermore, those who demonstrate premature, excessive enthusiasm may appear desperate or say something that diminishes their credibility—potentially flagging them as a risk to the recruiter’s reputation.

Step 2 – Research

Differentiating yourself from other applicants and de-risking your candidature is essential for success. The most effective approach to ensure this is through thorough research.

The level of research you conduct will depend on how much detail you already have about the role and how committed you are to being appointed. The type of research I am referring to goes beyond basic internet searches or reading company reports.

Your research should include the organisation, the current board, past board members, the role, the industry, competitors, and why the board seat is vacant.

I also recommend conducting some background research into the recruitment firm and the recruiter you are about to call. This can be done online via the firm’s website, social media pages, and the recruiter’s LinkedIn profile. By doing this, you may identify any relevant common connections and mutual interests that can be icebreakers and make you memorable.

Step 3 – Make the call

After completing your research, which may take a few days, you can proceed to call the NED recruiter. Have your list of questions and the details you need clarified. Take the opportunity to refer to what you have learnt during your research or common connections. Stay professional and be conscious of their time.

Confirm what documents are required when submitting your application. Also, confirm the closing date and the possibility of applications closing early. Close the conversation by telling the recruiter to expect your application by that date.

Scenario 4 – Calling a NED recruiter to build a connection

We know that in the UK, many of the paid and more significant NED roles are handled by recruitment firms. This may be for a number of reasons, such as keeping the process independent, a lack of resources to seek candidates and assess applications, or insufficient knowledge within the organisation.

Consequently, many aspiring NEDs dedicate considerable effort to connecting with individual recruiters and headhunters, aiming to be on their radar should a NED position become available.

Step 1: Do your homework

There are hundreds of Executive/NED Search firms in the UK, and thousands of individuals/recruiters who work for them or on their own. Some recruitment firms are large, and some are small or boutique. But at the end of the day, it is not only impossible to keep up with and make contact with all of the recruiters that may find themselves handling the recruitment for a NED vacancy, but statistically, your time may also be better spent elsewhere.

Be realistic about how much time you will allocate regularly to this task. Remember that you also need to maintain the relationship once contact has been established. Research to determine which firms and recruiters are more likely to deal with the types of governance roles and industries you are looking for. The firm’s websites (Google), LinkedIn, and job aggregator platforms.

Step 2: Make a shortlist

Based on your research, make a list of individual recruiters you want to introduce yourself to. Whilst you should reach out to all of them via LinkedIn, refine your list further to identify those you want to call to make a personal introduction.

Step 3: Make the call

If you are lucky enough to get the recruiter on the phone, remember you only have a very limited time to make a good first impression. During this introductory conversation, you must be confident with: your board pitch, what you have to offer at board level, and the type of roles you are looking for. Refer to any relevant roles that you learned during your research that the recruiter or their firm handled.

Ask if you can email your CV for future reference. Be respectful of the recruiter’s limited time and thank them for taking the time to talk with you when closing the call.

Tips for Making the Call

Your research should build confidence when making the call, but here are a few tips to ensure it goes as smoothly as possible.

• • Have everything at hand: Before calling, make sure you have your board CV, the board description, notes from your research, and any questions you want to ask.
  • Practise your board pitch: Have your customised board pitch ready. Know specifically what value you can add to this board.
  • Review your LinkedIn Profile: Ensure your LinkedIn profile is up-to-date, board-ready, and reflects what you are likely to discuss during the call.
  • Speak clearly and precisely: You don’t always get the opportunity to talk on the phone with board recruiters. Speak clearly and not rushed, but remember that the opening minutes are critical for making the right impression.
  • Ask questions: The conversation should not just be one-way. Asking relevant questions shows you have done your research and are serious about the position. Give the recruiter a chance to ask you questions.
  • Listen carefully: It is important to listen carefully and answer all questions as best you can.
  • Follow up: After the call, send a thank-you email and include any additional information requested. This follow-up email is essential, even if you are unsure about the role.  It is about nurturing the relationship.
  • Returning calls: If you have promised to return a call to a NED recruiter or they have left you a message, don’t wait more than 48 hours to return it.

Where to from here?

Be prepared for rejection. It is important to accept that not every call will result in an appointment; it is just part of the recruitment process. Don’t let rejection discourage you from contacting other NED recruiters or applying for other board roles.

Dealing with NED recruiters and headhunters is just one obstacle you will encounter while pursuing a board career. I tackle the most common obstacles in my Board Appointment Training Series, included in the Executive Membership Package.

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