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Talent Pipeline

About Talent Pipeline

Trustee Pipelining is whereby our team of researchers and consultants proactively identify, engage and screen potential trustees.

Utilising AI tech-driven matching algorithm, our vast networks, connections to professional groups and referrals; we build talent pools of interested, engaged, and screened individuals.

The combination of AI driven sourcing and traditional executive recruiting methodologies, we are able to present talent pools of individuals from a wide range of backgrounds.

We proactively approach talent with the desired trustee-skillsets you need.

Relationship-led v Transactional

We feel that in order to attract, engage and recruit impactful trustees, a “Relationship-led” approach is required.

The current approach to recruiting new trustees is too transactional – this doesn’t work in the post-pandemic era.

Candidates are increasingly discerning with their time, and equally, with the organisations they will commit their time to.

Relationship-led v Transactional

Individuals want to understand your organisation’s mission, values and stance on core topics BEFORE they will engage with you. They want to know WHY they should dedicate their time to you.

Hoping candidates see your job posting and apply, in the modern era, is wishful thinking. A simple online search will quickly show you just how many charities and not-for-profits are looking to develop their boards – it is a busy market.

Meristep helps to TELL YOUR STORY and SHARE YOUR MISSION.

Organisations need to differentiate themselves through a relationship led approach.

What is the Pipelining Process?

Once we have started to build a pipeline of talent based on the skill-sets you need, we provide weekly progress updates.
This includes; the number of candidates approached, spoken to, how many have declined and why. Additionally, we will provide you with a breakdown of DEI statistics.

Our suggestion is to start conducting informal conversations with potential candidate straight away – this keeps momentum and ensures individuals don’t lose interest.

These informal conversations give you and the candidates a chance to learn more about each other. The next step would be to move into a more structured interview process.

How long does a Talent Pipelining project take?

Project typically take 4-6 weeks – this varies due to the scarcity of the skill you are looking for and the time of year (which affects candidate availability due to holiday or festive commitments).
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