But is your team ready to let them lead?
More and more nonprofits are taking this “first-ever” leap — moving from 1-2 entry- or mid-level marketing or communications support roles to adding a director to lead the entire function.
Why? Because you know a stronger marcom team can fuel your growth at scale, build a more differentiated brand, stabilize your reputation, advise on the best audience engagement strategy, stay ahead of what’s next. Even help you understand what your audiences really want.
They can also take this timely work off your plate.
So, you hire a recruitment firm. Craft a killer job description. And it attracts amazing talent — the builder/doer unicorns that are uniquely drawn to first-ever roles. They see where your org needs to go and are ready to lead you there.
You extend the offer, the new hire starts … but a few months in, and everyone’s frustrated.
Without realizing it, your new hire’s strategy voice gets silenced. Their marcom team stays stuck in a transactional relationship. And performance? It stays stuck too.
I see this happen far too often. Well-intended executives who invest substantial resources recruiting their first-ever director, but little time preparing their team for the real cultural shift required to let that director actually lead.
Here's how it works:
Pre-recruitment
Assess readiness + prepare your readiness roadmap
Using a proven yet simple assessment framework, we name the biggest cultural and agency risks that could hamstring or derail your new leader's success. We then arm you with an action plan Roadmap of simple readiness shifts we'll help you implement that will ensure your new leader has the agency, authority, partnership, and strategic clarity they need to lead from day one.
WHAT WE EVALUATE:
How your teams currently engage with marcom (transactional, fulfillment vs. seeking out a strategic advisor or partner)
Executive team's trust and readiness to delegate budget, vendor management, and decision-making
Team perception of brand and marcom’s role in growth, financial resilience, reputation, and audience engagement
Health of brand/marketing infrastructure (systems, tools, workflows)
Marcom team strengths and blind spots
Org-wide clarity of (and alignment on) strategic priorities
Pre-hire to offer
Implement your readiness roadmap
Next, we lead the full implementation of your Readiness Roadmap ahead of your recruitment cycle, including educating key staff, simple cultural shifts, and programmatic readiness to better prepare your new leader for success.
OUR APPROACH FLEXES TO YOUR ORG'S UNIQUE NEEDS, AND CAN INCLUDE:
ROADMAP IMPLEMENTATION ONLY
Consulting support to lead the full implementation of the readiness shifts named in your Roadmap
HYBRID — ROADMAP IMPLEMENTATION + INTERVIEW SUPPORT
Everything included with the option above, plus:
Participation on interview panel with consolidated candidate feedback to support your hiring decision
EXTENDED — INTERIM DIRECTOR + ROADMAP IMPLEMENTATION + INTERVIEW SUPPORT
Everything included with the options above plus:
Part-time interim director scope to offer immediate leadership to your existing marketing communication staff. Leadership is focused on preparing for the incoming director, providing immediate executive relief, and getting to some near-term performance or productivity wins that will support a successful director transition. Typical duration is a minimum of 3 months, and at a minimum of one day per week.
First 3-6 months post-hire
Optional extended one-on-one director advising
Our optional, extended one-on-one advising smooths your director's transition and onboarding by giving them access to a "been there" leader with deep familiarity with your organization, team, and the cultural shifts they've made ahead to support the director's success.
Advising blends our Lead for Influence system with real-time support specific to a first-ever director transition.
IN THIS OPTIONAL ADD-ON SUPPORT, YOUR DIRECTOR RECEIVES:
Up to 3 hours of one-on-one virtual advising hours a month for a minimum of 3 months following their start date. Support can be extended for up to 6 months.
Unlimited email communications for their advising duration.
HOW DOES THIS SUPPORT COMPARE TO WHAT AN EXECUTIVE RECRUITER OFFERS?
Our support addresses the common readiness gap that could put your new hire investment at risk — with a function-specific, "been there"advisor to prepare your team and smooth the transition.
Our approach meets you precisely where you are, addresses the readiness gaps that present the highest recruitment risk, and flexes to support you through the entirety of the new hire's transition.
Let's chat so I can learn more about your unique needs and craft a custom readiness and support scope that can deliver the highest value.