As a recruiter for the nonprofit sector, I often find that candidates see my role as one of a sentinel hired to prevent them from gaining even just a glimpse at a dream executive job opportunity. But, it doesn’t have to be that way! By understanding the roles and relationships of all participants in the job search process, everyone can benefit. In my next post, I’ll address how clients can best work with a recruiter. Today’s focus is on the relationship between the recruiter and the candidate.

Before starting a relationship with a recruiter, it’s important to understand the recruiter’s role. Simply put, a client hires a search consultant to navigate the process and then relies on the consultant’s assessments and decisions about candidates. The client invests a lot of trust in the recruiter. A good consultant knows what the client is seeking, and while you may believe you have the best qualifications and deserve an immediate interview for a position, the recruiter might think otherwise given his or her deeper understanding of the client’s needs. A good executive search consultant is honest with you about the client’s requirements and, further, will be honest about why an opportunity might not be the right fit for you.

In addition to my aforementioned perceived sentinel status, another misconception I encounter is that job seekers think I can be hired to find them a job. Do not think that you can ever “hire” someone to find you a job. You can hire a career or life coach, but if someone promises that they will find you a great new professional role, run the other way. That’s not the role of the recruiter. The recruiter works for the organization, not you, which is an important distinction to accept.

Guidelines for Working with Nonprofit Recruiters

Below are some guidelines to consider before working with an executive recruiter in the nonprofit sector. (If you are specifically looking in the Northeast, you may also want to review our current nonprofit jobs in New York).

• Be strategic about your career. Sometimes, the outcome of a search will not be what you desired. When that happens, don’t just drop the recruiter from your contact list. Stay in contact, and be a good source – someone the recruiter can count on for honest dialogue about who might be a good candidate. Cultivate this relationship because even though an opportunity may not be available today, there may be something better down the road. I’ve built my success as a recruiter through connections that go back to my first job out of college.
• Have consistent experience. For me to even follow up with a potential candidate, they can’t be a job hopper. Three or four two-year stints are not good; let me know if you are a trailing spouse, etc. Explain your history up front.
• Assume all contact is with the recruiter. The recruiter often conducts all initial interviewing and referencing before there is any face-to-face interaction between you and the client. The best search consultants seek to develop a trusting relationship with candidates, and they want to keep them informed.
• Never be pressured to accept a position. Our success as recruiters is measured by how long a candidate stays at a client organization, so we don’t want a position filled just to close the search. A recruiter who cares about the sector wants both the client and the candidate feeling good at the end of the search.
• Don’t hedge your bets or try to game the process. If you are involved in a search, don’t lead on the client and/or the recruiter. I’ve had clients go as far in the process as to receive an offer only to then throw out an important deal breaker such as they only want to work four days a week or that their current employer just offered them a raise that they now want matched by the client. Figure this out before the offer stage. Don’t use one job offer to get a better deal with your current employer because, often, no one ends up happy.
• Project a quiet confidence. Have a good sense of self without being brash. While clients in other industries may want an overbearing personality, I’ve never had a nonprofit client ask for that. If you fib, you will be found out; I do my detective work as do most recruiters. We are judged by our word.
• Prepare for self-disclosure. In today’s competitive climate, candidates can be terrified to indicate any weakness or complicated life situation. If you have been a stay at home Mom or took a year off to care for a sick relative or even took time off to travel the world, you need to tell your story to your recruiter. By not self disclosing, it may be thought that you have been in the Federal Witness Protection program or, worse, that you are hiding something.
• Just worry about yourself. It is not a good strategy for candidates to constantly ask about the competition. Who the other candidates are is none of your business. Be in the search because you want the job and not just to beat out other candidates.

I’d love to hear what job seekers and organizational clients think. It would be great to hear ideas from clients and job seekers — and even other recruiters — about how to best serve the nonprofit community. Send me some questions about situations you have had with executive recruiters, and perhaps we can shed some light on what some feel is a mysterious process.

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Written by a New York City-based executive search consultant for the philanthropic, nonprofit, and public sectors. With over 20 years of experience, Carmel started her career in higher education fundraising and has an exceptional track record of placing senior staff at local, regional, national, and global organizations. For deeper insights into the NYC market, view our guide on

Frequently Asked Questions About Nonprofit Recruiters

Do I have to pay a recruiter to find me a job?
No. Legitimate executive search firms are paid by the hiring organization (the client), not the candidate. If a “recruiter” asks you for money, they are likely a career coach or a scammer, not a search consultant.

Should I contact a recruiter even if I don’t see a specific job opening?
Yes. Building a relationship is key. Send a brief introductory email with your resume. While they may not have a role for you today, you want to be on their radar when the perfect position opens up next month.

Will a recruiter negotiate my salary for me?
A good recruiter acts as a mediator. While they work for the client, it is in their interest to ensure a fair market offer that you will accept. They can often give you honest feedback on whether your salary expectations are realistic for the nonprofit sector.

Why hasn’t the recruiter called me back?
Recruiters manage dozens of searches and hundreds of candidates. If you haven’t heard back, it likely means you aren’t a match for their current active searches. It is not personal; it is simply a matter of specific client requirements.

Nonprofit Executive Director Jobs in NYC. To get in touch regarding a search, please visit our contact page.

Last updated on January 18th, 2026 at 03:12 am