Board recruitment in the nonprofit sector is often driven by personal referrals from existing board members, creating a closed culture that restricts innovation, diversity, and engagement. However, a growing number of nonprofit organizations are breaking that cycle through open board search: a public, competitive recruitment process.

Adopters of this method report broader talent pools, more engaged board members, elevated performance expectations, and improved governance practices.

Cleveland Justis, Susan S. Boren, Stephanie Duncan Karp, and Daniel Student surveyed 35 organizations to illustrate how this model works — and to share why it’s becoming a powerful new tool for boards seeking stronger leadership and governance. Below are the key elements of a successful open board search.

Best Practices For Open Board Searches

1. Secure alignment on the need for change
Boards must agree on why a public process matters and how it aligns with future strategy. Transparent communication is essential, covering all of the potential benefits and risks, and preparing for the additional time or resources that may be required.

2. Craft a job description for culture add, not culture fit
To hire for culture add, define the perspectives the board lacks, the skills required for the future (not the past), and the leadership styles that complement current members. The result is forward-looking and exciting profiles that serve as professional marketing tools with clear expectations.

3. Launch a competitive public application
A wide outreach strategy expands access and visibility, and signals commitment to transparency and inclusion. The strategy should involve the board, staff, partners, community networks, and social channels.

4. Use a bias-mitigating, criteria-driven selection process
Standardized evaluation methods ensure consistent assessment, equitable review, and reduced reliance on personal chemistry. Open board searches with the correct selection processes often assess the board composition alongside individual strengths.

5. Onboard new members as a cohort
Bringing on 3+ new members at once can accelerate cultural growth. Strong onboarding practices that include mentorship, structured orientation, and clear expectations drive early traction and long-term success.

Thank you to the team at Potrero Group (IIC Partners: San Francisco) and their partners for authoring such impactful research.

Contact Cleveland Justis, Managing Partner of Potrero Group, to discuss how open board search may benefit your nonprofit organization.

The full research can be accessed here: Open Board Search.