Global 
Finding a new executive director for a museum, a performing arts group, or a botanical garden can be hard. The right candidate should know how to talk to donors, handle a budget, and make sure that the organization’s programming is still useful to the communities it serves. They should also appreciate the artistic vision and understand the challenges that arts and culture organizations face every day.
Haldren’s arts and culture recruiters help boards and leadership teams find people who can do the job well, not just people who are good at interviewing. Our experienced consultants use a well-organized executive search process that puts a lot of emphasis on privacy and understanding how cultural institutions work.
What We Do
Every search we take on moves through three phases. Here’s what each one involves.
Assessment
We talk to your board members and leaders to find out what the new hire needs to do and what the company’s culture will and won’t accept. Next, we check that the criteria for the evaluation go beyond titles and qualifications to see if someone has the skills and expertise to do the work that needs to be done.
Talent Acquisition
Our team not only maps out the market, but they also go after candidates directly, even those who aren’t looking for work. We only put a few people on the shortlist because we think that having a long list of candidates who are only okay would be a waste of time and resources for everyone.
Organization Transformation
We continue to be involved even after we’ve compiled a short list. We assist your HR team in maintaining their focus on the most important aspects of the position, providing support for the ultimate decision, and, when it is appropriate, assisting in the planning of the onboarding process so that your new leader can get back to work immediately and begin making a lasting impact.
Our Approach to Arts and Culture Executive Search
Our first step is to schedule a meeting with the members of your board, senior staff, and anyone else who is involved in the process of hiring new employees. The purpose of this is to make it crystal clear what the responsibilities of this job are, how the organization’s finances are currently standing, how the fundraising process is progressing, and what kind of leader your culture is able to assist. We make use of that conversation in order to formulate a role definition that outlines the characteristics of success. This serves as the primary guide for the entire search, ensuring that there will be no confusion about what it is that you are looking for in the future.
Once it is clear what the role is, our consultants begin searching for potential candidates in related fields such as arts institutions, performing arts organizations, cultural associations, schools, and other similar fields. We look at people who are doing well in jobs that are comparable to the one they are currently working in, people who are prepared to advance in their careers, and people who might be willing to talk even if they are not currently looking for a new job. Every outreach effort is direct, tailored to your specific requirements, and kept confidential.
The evaluation process is the same for each and every candidate. A person’s leadership abilities, management experience in the industry, capacity to raise funds, and how well their working style aligns with your organization are all factors that we consider when hiring them. We also recognize the importance of perspectives that reflect the diversity of the communities your organization serves. You will receive a shortlist that includes detailed profiles of each candidate, which will demonstrate how they compare to the criteria that your stakeholders established at the beginning of the process.
Behind Our Recruitment Process
We use this structure because it makes sure that the search gives you what our clients asked for. The shortlist should reflect the brief and not just who interviewed well or who someone happened to know when all candidates are evaluated in the same way.
This method comes from years of partnering with mission driven organizations and learning from each one. We change it every time we use it because the details always change, even though the framework stays the same.
Some Areas We Specialize In
Our consultants have looked for museums, performing arts groups, botanical gardens, arts education programs, culture organizations, and community arts groups. We’ve also worked with groups that focus on inclusion and development, where leaders have to find a balance between artistic goals, creativity, and everyday business needs.
These are just a few examples. Your brief sets the limits for any search, and we’re happy to talk about roles and sectors that aren’t listed here.
Examples of Roles We Recruit For
We mostly hire for C-suite and senior leadership positions, such as executive director, managing director, chief development officer, vice president of fundraising or marketing, and artistic director. We also hire people for critical roles in running an organization on a daily basis, such as directors of education and senior consultants. Whether you need someone to lead a small nonprofit or a large arts and cultural institution, we approach each search with the same commitment to excellence.
We don’t have a set list of titles. What your business needs right now affects every search.
If you’re getting ready to hire a leader for your arts or cultural organization, we’d like to hear about it. Contact Haldren here.
Why Choose Haldren’s Arts and Culture Recruiters?
It takes a lot of time to hire executives, and most boards don’t have that time. Our search firm does the research, outreach, and evaluation so that clients’ staff can focus on running the business. The criteria for the shortlist are always the same, which means clients won’t have to spend as much time in interviews that don’t go anywhere.
We work with a diverse range of arts and cultural organizations across the country, from established museums to emerging performing arts organizations. This partnership approach allows us to understand what each group needs and to benefit from lessons learned across a wide world of mission driven work. We also keep clients up to date. Our consultants send regular updates, which matters when hiring for a crucial position.
Our Promise — The Right Hire
We keep your information safe. There are strict rules for handling organizational details, candidate data, and any other sensitive information shared during the search, and only a few people can see it. We don’t think discretion is a good selling point. We expect this of ourselves as a matter of course.
We’re here to help you find a leader who is right for your mission and who people can trust. Someone who can support financial sustainability, champion diversity among teams and audiences — including women in leadership — and move your arts culture forward for years to come.
If that’s what you’re looking for, reach out to Haldren today.