Partner Search for $100MM nonprofit consultancy
Offor guided the client in expanding their Partner team beyond internal promotions, successfully integrating three external leaders without skipping a beat.
By challenging traditional norms, the organization achieved diversity in expertise, bringing in leaders from outside education to strengthen their impact.
All three new Partners have not only thrived individually but also elevated the Partner team as a whole by contributing to client development, culture, and leadership initiatives.
Background
The Partner role at this $100MM nonprofit consultancy was almost sacred—it was something you earned after years of dedication, growing from within the ranks. But in 2022, the organization knew it was time to shake things up. They wanted new perspectives, fresh eyes, and expertise from outside their usual networks. It was a bold move, one that came with some risks, but also huge potential for growth. The challenge was to bring in these new leaders without disturbing the deep-seated culture of trust and alignment built by years of internal promotions.
The Challenge
Historically, the organization had struggled to make external Partner hires work. External candidates had previously struggled to fit in with an established culture where most leaders grew from the inside. The board needed external talent with expertise beyond education—fields where their current team was already strong—but they also needed these new leaders to fit seamlessly into a Partner group of 75, without the typical “outsider” stigma. To make this happen, they required a search partner that could bring in both rigor and empathy, guiding the process with transparency and respect for the organization’s unique dynamics.
The Offor Method
Offor’s first job was to make sure the search wasn’t a gamble. We started with a Talent & Culture Audit to get to the core of the organization's cultural dynamics and understand what would make the new Partners successful in a group that had historically grown from within. We focused on transparency—sharing the unredacted audit memo with finalists and ensuring every candidate understood the opportunity, the expectations, and the culture.
Our approach went beyond just finding talent. We built a data-driven, human-focused interview process that gave the board confidence at every step. By creating a careful balance between internal culture and fresh perspectives, we ensured the right candidates wouldn’t just fit in—they’d be fully ready to contribute and grow.
The Result: Three New Partners
Three external leaders were chosen as Partners, each bringing unique skills from outside the education sector. From day one, they fit right in—no awkward adjustment period, no outsider barriers. A year later, they are leading teams, driving client development, and actively contributing to the firm’s growth initiatives. These new Partners didn’t just join the team; they helped make it better, elevating the entire Partner group with their fresh perspectives and people-centered leadership.
Why It Matters
For this consultancy, moving beyond internal promotions was a significant leap—and Offor was there to guide them confidently through the process. By breaking from tradition, they didn’t just bring in talent; they added new expertise, fresh perspectives, and leaders who strengthened the culture rather than disrupting it. Offor made sure this transition wasn’t about risk—it was about intentional, thoughtful growth, proving that when you challenge the old rules, you can create an even stronger foundation for the future.