Standard Process

As a boutique firm we are nimble enough to adapt our search process to meet the objectives and resource requirements of our individual client churches. A typical retained pastoral search assignment would follow the steps as outlined below:

1. Develop A Mutual Understanding of Need

We seek to gain a solid understanding of our client’s needs through three areas of onsite research:

• Direct dialogue with key team and/or board members (via face-to-face meetings, phone conversations and/or e-mails).
• Direct dialogue and interaction with other key staff that will be involved in the process.
• Direct on-site evaluation of the church and community as necessary.

We want to have a broad perspective of your church and its direction, as well as your overall structure and culture.

2. Detail Your Pastoral Needs

From initial conversations and our onsite client review (if needed), we outline our understanding of the key responsibilities and requirements for one or more pastoral positions. We join this information with essential material on the local community, as well as the financial aspects of the opportunity. We distribute all of this in a formatted presentation that is easily deliverable by email or mail to candidates.

3. Identify Targets

To expedite the search process, we work around probabilities. On occasion we might be looking for a “best-all-around” type of candidate; other times we narrow our search to specific demographic sectors, well-regarded seminaries, or geographic locales.

4. Candidate Sourcing

We take a unique approach to sourcing candidates by utilizing every possible avenue available.

• Aggressive cold calling that targets the “who’s who” in ministry
• Networking at conventions with associations and leaders in each field
• Extensive proprietary database of active candidates
• Web-based advertising of each opportunity

5. Present Candidates

In this unique market the most highly sought after talent often has multiple opportunities, so speed is imperative. Our intent is to present a number of qualified candidates, early in the process, who have indicated an initial interest in a specific opportunity with our client’s church. We may recommend processing the candidates “serially” (as opposed to concurrently) to land the ideal candidate.

6. Conduct Candidate Screenings

Through extensive candidate interviews, we assess each candidate’s potential fit, within the requirements of the specific position as well as within our client’s organization as a whole.

7. Coordinate Interviews

We plan and schedule meetings between our client’s key decision-makers and leading candidates. In conjunction, we also schedule visits with real estate professionals.  We also typically conduct a debriefing with both the client and candidate after each discussion.

8. Conduct References & Background Checks

We rely on information provided to us by individuals who are or have been in positions to evaluate the potential successful candidate’s qualifications and performance. Additionally, we conduct degree checks to verify the candidate’s academic credentials as well as criminal and financial background checks if required.

9. Assist in Negotiations

On our client’s behalf, we anticipate functioning as a sounding board for our client as well as the potential successful candidate. Our intent is to facilitate all compensation discussions.  The ultimate decision to pursue and/or hire a specific individual rests with our client – our role is purely as an intermediary.