Let's jump right in.
1. Get Clear On What You Need
Don’t say to yourself, “I’ll take anybody!”
Start by clearly defining what your organization truly needs in a board member. After all, the right board members should be more than just warm bodies in seats; they should be advisors, connectors, and champions for your mission.
When I’m advising nonprofit start-up founders, I challenge them to think about what *specific* skills will be needed to achieve the nonprofit’s top goals in the next 2-3 years.
Consider things like:
- Professional skills (finance, marketing, HR)
- Lived experience with the issues you address
- Community connections or fundraising influence
- Different backgrounds and cultural perspectives
💡 Try this: Create a “board member wish list” that outlines the most needed skills, expertise, and connections your organization needs. This will help you stay focused when evaluating potential candidates.
2. Craft a Compelling Role Description
Would you sign up for a multi-year volunteer position without knowing exactly what’s expected of you first?
(I wouldn't! Most people wouldn’t.)
So, before reaching out to potential board members, make sure you have a clear, compelling role description.
I’ve shared some of this in a past video on board recruitment - but as a recap – a well-crafted role description should include:
- An overview of your nonprofit’s mission and impact
- Key responsibilities (e.g., fundraising, advocacy, strategic planning)
- Estimated time commitment per month (meetings, events, committee work)
- Expected financial contributions (“give or get” policies), if applicable
- Specific skills or experience you’re looking for (e.g., marketing, finance, legal expertise)
This sets clear expectations from the start, helping you attract the right people who are ready to make an impact.
💡Try this: Review your current board role descriptions and update them to reflect your nonprofit’s current needs and priorities. If you don’t have one, draft a one-pager that captures the essentials and share it with your team for feedback.
3. Tap Your Network
You never know - Your best board members might already be in your networks.
Do you have some committed volunteers, long-time donors, or community champions who already share your passion for the cause? These people often have the passion, insight, and connections you’re looking for.
You can also leverage platforms like LinkedIn, professional associations, or board-matching services to find candidates with the right expertise.
💡Try this: Ask your current board members or connections to recommend potential candidates from their own networks. Personal referrals often lead to more committed and engaged board members.
4. Promote the Board Service Opportunity
Even if you’re asking around within your network, it’s a good idea to cast a wider net to reach new, diverse voices.
Try sharing your board openings on platforms that cater to mission-driven professionals, including:
- LinkedIn – Great for targeting professionals with specific skills or industry backgrounds
- Local Volunteer Centers, professionals networks, community organizations, or nonprofit associations – Many offer board member matching programs, workshops, or events
💡Try this: Promote your opportunity on your website, email newsletter, and social channels. Use language that speaks to the heart of your mission and the difference a dedicated board member can make. The more personal and mission-driven your pitch, the more it will resonate.
Try It This Week! 🚀
Take 10-15 minutes this week to draft or update your board member role descriptions. Share them with your team for feedback and start thinking about who in your network might be a great fit.
✨ Bonus Challenge: Reach out to one potential board member this week and invite them to learn more about your mission. Sometimes, all it takes is a personal ask to spark a great connection.
Have a board recruitment tip that’s worked well for you? Hit reply and let me know, I’d love to hear what’s working for your organization!
