Is it time for a new board of directors?

Most board recruitment happens through personal networks, referrals, and “who knows who.” But there are other ways to find new members.  

Open board recruitment is the practice of publicly sharing board opportunities—often through websites, job boards, and professional networks—rather than relying solely on personal connections. Boards post a public board role description, clear expectations and time commitments, stated competencies or lived experience desired, a transparent selection timeline, and a structured vetting and onboarding process.

There are, of course, benefits and challenges. The benefits make it worthwhile:

1. Expanded Talent Pool -- When you move beyond internal networks, you access professionals, community leaders, and subject matter experts who may not otherwise know your organization is seeking board members.

2. Greater Networks -- Closed networks often replicate themselves. Open recruitment disrupts that pattern and makes governance opportunities accessible to people historically outside of the organization’s usual networks.

3. Stronger Skills Alignment -- Posting specific skill gaps (finance, legal, fundraising, lived experience, program expertise, etc.) allows candidates to self-select based on fit.

4. Increased Transparency and Trust – Stakeholders (funders, community members, staff) see that the organization values accountability and fairness in leadership selection.

5. Better Governance Culture — An open recruitment process signals a board that is thoughtful, strategic, and intentional about its composition.

Sources already exist for matching prospective board members with your mission, and proven channels and platforms are already being used successfully. Choose the ones that best match your needs and expectations.

1. Board-Specific Matching Platforms -- Treat the posting like an executive-level opportunity. Clarity and professionalism attract serious candidates.

• BoardSource – Offers governance resources and sometimes board opportunity listings.

• LinkedIn – Use board role postings and targeted outreach.

• VolunteerMatch – Post board positions as skilled volunteer roles.

• Idealist – Frequently used for nonprofit board and advisory roles.

2. Industry and Affinity Associations -- These networks are excellent for skill-based recruitment (finance, governance, fundraising, legal).

• National Association of Corporate Directors

• Young Nonprofit Professionals Network

• Association of Fundraising Professionals

• Local Chambers of Commerce and leadership cohorts

3. Community-Based Outreach -- Open recruitment doesn’t have to mean “online only.” This approach is especially effective if your mission is community-facing and relational.

• Hosting an informational session about board service

• Partnering with community-based organizations

• Sharing through university alumni networks

• Announcing openings at public events

4. Corporate and Employer Partnerships -- Many companies encourage employees to serve on nonprofit boards as part of leadership development. Provide a one-page board opportunity brief that highlights impact and leadership growth, and approach:

• Corporate social responsibility teams

• DEI officers

• Executive leadership programs

• Local corporate volunteer councils

Open board recruitment requires public posts inviting qualified candidates to apply. For building a values-aligned, accountable, and diverse board, open recruitment may be transformative. Best practices for recruitment include:

1. Conduct a board matrix assessment first (skills, demographics, lived experience gaps).

2. Write a clear role description (including give-get and fundraising expectations).

3. Define selection criteria before reviewing applications.

4. Use structured interviews.

5. Prioritize onboarding and mentorship for new board members.

6. Communicate with applicants who are not selected (preserves reputation).

Boards that complain about not having enough diversity often expect diversity to find its way blindly to the organization. Expanding representation requires intention—not just openness. If more diverse board members are outside of your networks, the simple solution is to expand your networks. 

1. Partner with Leadership and Equity Networks -- These organizations often have leadership pipelines and governance-ready professionals.

• Executive Leadership Council

• National Urban League

• Hispanic Association on Corporate Responsibility

• Asian Americans Advancing Justice

2. Address Structural Barriers Directly -- If your board requires large personal wealth, stature employment typically held mostly by men, regional or niche-experience requirements limiting race and other demographics, you may very well narrow your board’s ability to represent a broad perspective.

3. Focus on Lived Experience as Expertise — Many boards overemphasize traditional corporate backgrounds. If your organization serves specific communities, lived experience is governance expertise. Write your posting to reflect this.

4. Build Long-Term Relationships (Not One-Off Recruitment) – Board diversity grows through ecosystem building, not urgency hires. Instead of recruiting only when a vacancy arises, create advisory councils, offer board readiness workshops, build committee pipelines, and cultivate relationships with emerging leaders. 

It is possible that open board recruitment may surface new operational challenges. Considering how you will respond to these in advance will help.

1. Volume Management -- Public postings can generate many applications. Have a clear review process so the board does not feel overwhelmed.

2. Screening and Vetting Capacity -- Board members are volunteers. Be realistic and prepare them for the time it takes to review candidates, interview, and check references.

3. Alignment Risks -- Some candidates may apply without fully understanding nonprofit governance, fiduciary duties, or fundraising expectations. Be clear and specific in the posting, and in initial candidate conversations.

4. Culture Shift -- Long-standing board members may resist moving away from relationship-based recruitment. Having annual training to remind of board duties and the board’s role in supporting the organization can shift expectations away from negative feelings.

Open board recruitment is not simply a posting strategy—it is a governance philosophy. When paired with structured processes and genuine commitment to invite a broader range of applicants, open recruitment can strengthen both the competency and credibility of your board.