What type of searches does Koya do?

The majority of our searches are for senior or executive level professionals, including executive directors, chief executive officers, and senior development professionals. While some 60% of our searches are in the development field, we do not limit ourselves to development searches. We also conduct a wide variety of specialty searches in marketing/communications, finance, and senior program areas.

Our clients cover a variety of sectors, from K-12 education, arts, social service, to foundations, humanitarian, and other international nonprofit organizations.

Do you work nationally?

We work all over the United States, as well as in Europe and Asia. Wherever our client is located, we look for the best candidate for the organization, regardless of where that person may currently reside. So for us, all of our searches are national and our network reflects that scale.

How long does a typical search take?

At Koya, 80% of our searches close within 12-16 weeks. Needless to say, the timing can vary depending on the complexity of the hire and the interviewing requirements of the client. The average length of time to fill a position without a search firm is six to nine months.

How large is your network?

Our network is extensive and constantly growing. When starting a search, we pay attention to the specifics of the job, and plan our outreach accordingly. Our network does not only reflect the talent in the nonprofit sector, but also includes diverse individuals from the corporate, academic, governmental and foundation worlds. We leverage our database, our key contacts, and we undergo an extensive research process with every single search. This ensures that we are constantly up-to-date on the thought leaders in every relevant sector. We continue to expand our networks even when not searching by staying in touch with quality candidates, attending events, and speaking at conferences.

What is the advantage of using a small firm?

Choosing a small firm like Koya means that you get what you need: personalized attention and access to the resources and services you are looking for. We choose to remain small so that we can build the kind of substantive relationships with clients that will grow over time. We take on a limited number of searches to ensure you receive customized, focused attention each and every time you interact with us. Bigger firms claim to have larger networks, but often the search process is parceled out to junior staff or contractors, and the result is that you end up feeling disconnected.

How will we know how the search is going?

We submit detailed search reports on a monthly basis. Search reports include a comprehensive overview of our outreach activities, including a list of organizations we have contacted, job postings, candidates we have interviewed, as well as the overall number of candidates who have applied to the position.

What is the difference between retained search and contingency?

In a retained search, you contract with one search firm to handle all aspects of the search process, from posting the ads to the final offer. All candidates (regardless of how they apply) are directed to the search firm to be put through the same rigorous application process. Working with a firm on retainer means that you will be guided through each step of the hiring process. Retained search firms take the time to ask the detail questions and really learn about the organization and its mission.

In a contingency search, the search firm only receives a fee when the organization hires a candidate the search firm has submitted. The contingency firm often tries to submit as many candidates as quickly as possible. The search firm has limited information on the job and the screening is often very preliminary with candidates. The result is that you end up with a lot of candidates who might have the right skill set, but who do not fit the organizational culture. You also spend a lot of time on screening and other administrative components of the search.