Global 
Most organizations in the social impact space already know what kind of leader they need. Finding that person is the hard part. Most of the time, the best candidates are busy with their own work and aren’t looking at job boards. Sourcing a great leader takes more than just posting a job and hoping to get a response.
Our recruiters for economic, social, and human development help with that. Haldren’s consultants personally lead every search, using a global network to find candidates that your team wouldn’t be able to find on its own. The process is organized, private, and based on your brief, from defining the role to making the final shortlist.
What We Do
There are three steps that are all linked together for every engagement we take on. Each one builds on the last one, so the final shortlist shows what your business really needs.
Assessment
We start by getting to know your company, its goals, its culture, and the specific challenges the new hire will face. Then we work with your stakeholders to define the role, making sure everyone agrees on the clear success outcomes and the technical and personal skills the right person needs to have. This step keeps the whole search on track.
Talent Acquisition
Our consultants map the job market to find both active job seekers and passive candidates. Passive candidates are people who aren’t actively looking for a job but might be open to the right opportunity. We contact each interested candidate directly and personally, and then we put them through the same screening process. Regular meetings with your hiring team make sure that the shortlist stays tight and up to date.
Organization Transformation
Once the shortlist is ready, we help your team get ready for interviews, agree on how to judge candidates, and make a smart choice. We can also help with onboarding, succession planning, and how the new leader fits into the bigger team structure. This will help the leadership transition go smoothly.
Our Approach to Economic, Social & Human Development Executive Search
Each company we work with has a unique story. Different cultures, different ideas about what makes a good leader, and different kinds of pressure. We take the time to learn yours before we do anything else because a search that skips that step usually encounters issues.
In practice, this means having a lot of honest talks with your board, your hiring managers, and anyone else who has a stake in the outcome. We ask a lot of things. Some are easy, but others aren’t. But the answers show us what kind of leader will really work in your setting, not just someone who does well in interviews.
Once we know who we’re looking for, our consultants tap into a network that includes leaders in nonprofits, social enterprises, education, workforce development, and public health. We talk to candidates in person, explain the job as it really is, and only recommend people who fit the bill and want the job. Your shortlist is based on consistent evaluation and is kept secret the whole time.
Behind Our Recruitment Process
After decades of putting leaders in mission-driven groups, we know that the work we do before we start looking is usually what decides the outcome. Getting the brief right, asking the hard questions, and being honest about what we find. That’s what keeps the rest of the process going smoothly.
Some Areas We Specialize In
Our consultants have helped put senior leaders in charge of areas like international development, public health, education reform, workforce development, community engagement, social policy, and economic inclusion. We also help people find social enterprises, advocacy groups, and foundations that are working to make systemic change at the crossroads of economic growth and social good.
These are just examples. Your brief sets the limits for each engagement, and our deep industry knowledge lets us quickly adjust to focus on areas not listed here.
Examples of Roles We Recruit For
Clients have asked us to fill jobs like chief executive officer, chief financial officer, program director, vice president of social impact, director of workforce development, and head of community partnerships. We also look for senior leaders in policy, education, innovation, and organizational strategy.
We don’t stick to set titles. The brief and the culture of the organization define each search. As a result, we fill executive roles from C-suite positions to specialized leadership positions in the human development sector.
If your organization needs to fill a senior role in economic, social, or human development, contact Haldren to talk about how we can help.
Why Choose Haldren’s Economic, Social & Human Development Recruiters?
Most leadership teams don’t have the time to hire at the senior level because they are focused on their day-to-day work. Our method takes care of the research, outreach, and candidate evaluation so that your team can stay focused on its mission while we make a list of the best candidates who fit the bill. There is a lot less chance of having to start the search over because each step is planned out.
We also think that clients should know exactly what is going on. That’s why we give regular updates on how things are going, honest assessments of the candidate market, and direct access to the consultant in charge of the engagement. There are no gaps in communication and no handoffs to junior staff.
Our Promise – The Right Hire
Confidentiality is very important to how we do our jobs. At every stage, sensitive information about your organization, your candidates, and your search strategy is kept secret. Your data is kept safe, and nothing is shared without your permission. We know that searches in organizations that have an impact on society can get a lot of public attention, and we take that responsibility very seriously.
From the first conversation to the last placement, we promise that the process will be open, fair, and responsive.
Ready to find the leader your organization needs? Reach out to Haldren to start the conversation.