Executive Director Transition Team/Timeline
The timeline below is meant to be informative (and possibly overly optimistic) and is likely to change several times over the coming period. Once a search firm has been selected and briefed we will incorporate their views into this document. Sue has indicated that she will continue to be the Executive Director if the search takes longer than hoped for.
- Transition Team launches its work. This will include determining roles and responsibilities; agreeing upon the high-level timeline; agreeing upon the recruiter; receiving and discussing the initial input from the C-team; reviewing and revising the job description. This work should be complete by the end of our meetings in Milan.
April will likely be a moderately-heavy work period for the transition team, mostly during Milan.
- May 5: choice of search firm will be finalized
- Recruiter retained and provided with list of key stakeholders.
- Recruiter interviews key stakeholders, including transition team members, and writes Job Description correspondingly. Search launches. Job Description is posted, recruiter begins sourcing candidates via conversations with connectors including AB members, community members etc.
- Blog post and other social media communications about the search and how to apply.
- Recruiter develops process proposal: how many rounds of interviews, who participates, how feedback is gathered, how TT will make its decision, what the involvement of the remainder of the Board will be, what the involvement of community members will be, how the offer will be constructed, approved and presented, and the basics of on-boarding.
- Sourcing continues.
June will likely be a a fairly light work period for most transition team members.
- Recruiter delivers mid-list of potential candidates; transition team gives feedback; recruiter sets up initial rounds of interviews with shortlisted candidates and also continues sourcing. Early July will likely be a heavy work period for the TT.
July will likely be a heavy work period for most transition team members, with lots of interviewing.
- Interviewing continues until transition team determines it has a successful candidate. (TARGET DATE: August 2013)
August will be tricky. If things are going swiftly, we will be moving into decision-making territory, which will require heavy interviewing, heavy coordination among interviewers, and responsiveness to serious candidates. This will be tough because of Hong Kong. However, it's not worth us worrying about that yet, because it presumes the search is going quickly, which may not be the case.
- Transition team conveys successful candidate to Board;
- Offer made to successful candidate.
- Offer accepted by successful candidate.
- Onboarding begins.
September will probably be a heavy work period for a few transition team members -- specifically, the ones involved with the offer process.