Executive Search

Background

Planned Giving Resources was started in 1980 primarily as a way for charitable organizations to add a charitable gift annuity program to their development menu. Today, the firm offers the services of an experienced gift planner to consult with and advise staff who have responsibility for planned gifts. In addition, because the principal of the firm has been active in planned giving on state, regional and national levels, we now offer PGR Executive Search to best support our clients. The firm accepts only searches for planned giving positions.

Working with PGR Executive Search to fill a planned giving vacancy has the following advantages:

PGR professionals only work in the field of planned giving, which sharpens the focus of every search. We have the ability to help you define the type of person who will be the best fit for your program and your organization and
Our staff has over 30 years of personal experience in the field of planned giving, maintaining professional relationships with many gift planners throughout the USA. We use recognized assessment tools to identify personal traits and interests to make the best selection possible.
PGR offers the highly personalized service of a small firm and our full attention to filling your vacancy. We offer very reasonable fees in line with our desire to provide high quality services at low cost to all of our clients.

Steps in the Search Process

Having the right person in the right job is the most important element in the success of any planned giving program.

1. KNOW THE JOB: To attract the right candidates, the search firm must be able to understand the organization's planned giving program, its history, its goals for the future, and the culture of the organization. Personal experience with establishing and operating planned giving programs gives us the advantage of knowing the right questions to ask.

Our search begins with detailed and frank conversations with the organization about its planned giving program; its history, results, direction and expectations for the future, and strengths and weaknesses.

Further conversations with senior management, current planned giving staff, and other development officers help us understand the culture of the organization, and the type of individual who would be the best fit for the organization.
An accurate position description is developed along with a candidate profile.
Appropriate wording for an advertisement of the position is developed in partnership with the organization. The advertisement will be placed in the Chronicle of Philanthropy and perhaps on several appropriate websites. Advertising is designed primarily to seek out qualified candidates who are not uncovered by our own extensive network of contacts.

2. KNOW THE CANDIDATES: Unlike many executive search firms which may develop a pool of candidates from a list of people they call for recommendations, our list of planned giving contacts has been developed over 30 years. Because we personally know many if not all of the candidates whom we may recommend we are able to match individuals more closely with the needs and desires of the organization. It also reduces the potential for any "surprises" after a candidate is selected. Working with our firm and its knowledge of the planned giving field protects your organization from only reviewing applications from individuals actively seeking a new position.

Phone interviews are conducted with candidates who appear to have the appropriate qualifications. We check our own sources for confidential information about these candidates.
In consultation with the organization, the sequence of interviews and the decision-making process for hiring the best candidate are agreed upon.

3. ASSESS TALENT: Our tailored assessment impartially and analytically identifies personal traits and characteristics. This wealth of insight allows us to objectively weight the candidate’s talents against the needs of the organization.

The list of qualified candidates is narrowed to no more than 10, and we begin to check references by phone. These references include those furnished by the candidates and confidential sources which we have identified.
We provide an on-line assessment of the individual’s personal characteristics, interests and personal traits which we share with the candidate and the client.
Each candidate is interviewed extensively in person by our colleagues before being introduced to the client.

4. SELECT YOUR NEW HIRE: Once we have located suitable candidates we are in the best position to communicate to what is needed and what will be expected. We speak the language of the candidates, and of planned giving, and we are excellent communicators.

A final short list of two to four candidates is presented to the organization, and interviews on-site at the organization are arranged for each candidate.

In consultation with us, the organization develops an appropriate employment offer for the preferred candidate, and we negotiate the final contract.
From time to time over the following 12 months, we check with the organization and with the new hire to be sure that both parties are satisfied with the relationship.

Investment

Our fee structure is based on our desire to provide the best service at the lowest cost. Each search is conducted on a retainer basis.

We charge 25% of the first year's final negotiated base compensation, plus out-of-pocket expenses.
The fee is payable 25% at inception, 25% approximately 4 weeks into the search, and the remainder at the completion of the search, when the actual negotiated base compensation is known.
Out-of-pocket expenses are limited to advertising costs, consultant and candidate travel, and meal interviews. Items such as phone charges, fax charges, postage, supplies, and the like are included in the fee and are not billed separately.

When requested, we will prepare an on-boarding program and assist with a new division’s team building and planning.