The Boland Group - Highlights of Mission Driven Community assignments:

Selected  C-level searches for Nonprofit Community organizations:

  • For a YMCA focused on early learning and literacy the Board of Directors was looking for a visionary but hands-on
    • CEO, to help take the organization to the next level, in part by cultivating and leveraging collaborative partnerships with for-profit businesses, individuals, government agencies and other non-profits in the area to make highest and best use of the organization’s resources.
  • For an organization focused on Early Childhood Learning and Child Care Resource and Referral Services
    • CEO to help transform the once vibrant organization that had lost a major funding source  into a more proactive, vibrant, financially stable and innovative organization.
  • For an incorporated South Carolina City ranked #3 by Southern Living, with a track record of success in community driven economic and community development, including a national award-winning, mixed use development, a
    • Director of Planning to steward the City through an unprecedented $800M of investment within a five block area of downtown over the next 15 months, in part by driving the implementation of a new Comprehensive Plan.
  • For a United Way organization in the nation's breadbasket, focused on financial stability, education and health, whose revenues shrank 40% in less than three years
    • Executive Director who dramatically increased revenue development (including previously untapped sources), resulting in increasing services, the number served, and the quantifiable community impact. The successful CEO candidate also successfully restored the confidence of the community, rebuilt depleted reserves and transformed the internal culture into a service-oriented organization.
  • For a large Community Development Financial Institutions (CDFI) in the Southeastern U.S., roiled by allegations of discriminatory lending practices and racist compensation, recognition and promotion practices, a uniquely qualified
    • CEO who had made the first banking investment in the organization upon its founding. The board unanimously voted to hire this diversity CEO who reflected the Community served. We were also able to recruit an outstanding diversity President, and worked with this new leadership team to recruit a diversity CFO.
  • For a $10M provider of Shared Services to a statewide association of Community Mental Health Centers,
    • CEO to identify and fully leverage the untapped potential of the existing capabilities while identifying ways to expand capacity. Successful candidate identified almost $1M in immediate revenue generating opportunities in the first year, and is on track to reach $30M+ revenues in five years. Search conducted despite pandemic.
  • For one of the largest Community Development Financial Institutions (CDFIs) organizations in the country,
    • a "VP Southern Region", or "CEO of CEOs" to whom the Executive Directors in the South report. Preference for a minority candidate with affordable housing finance experience. The successful candidate, a decorated African American veteran of the military and intelligence communities, and youngest Deputy Assistant Secretary for the Office of Community Planning and Development in the history of HUD, was hailed as a promising CEO succession candidate.
  • For a national certified Community Development Financial Institution (CDFI) with a presence in multiple urban and rural markets, seeking to fund historically underserved markets by driving public private investments in racially equitable, affordable housing, we conducted multiple C-Level searches with a focus on minority leaders, including:
    • Regional Vice Presidents for the Midwest, Northeast and Southeast, a National VP of Housing, and multiple Executive Director searches in Detroit, Cleveland, Greenville, Hampton Roads, Toledo, Newark and Memphis. All successful candidates reflect the community served.  
  • For a nonprofit Community Mental Health Center, recognized regionally for its innovation and evidenced based practices, the Board of Directors sought a
    • CEO, who could lead the organization to a an even higher (national) level of excellence. After a 10 month search failed to surface a “game-changer”, the Board evaluated seven search firms before selecting TBG. After a national search, TBG presented candidates within 30 days, interviewed finalists within 60 days, and the successfully recruited CEO was on board in 90 days
  • For the CEO of the Girl Scouts of America, a strong CIO.
    • At the request of the board, a richly diverse slate of candidates was presented, without delaying the search. The successful candidate – a diversity candidate – was identified, assessed and recruited in under four weeks.