Recruiting with Your Culture top-of-Mind
Finding leaders who share Character, Core, Chemsitry, & Competency
phase II: recruiting
post
Once we’re ready to go live, we post the opportunity across targeted channels and our national network to maximize visibility. We monitor initial engagement, field incoming resumes, and create candidate files as we connect with prospects.
fit finding
We connect for a phone or video screening to gauge preliminary fit, then hold targeted interviews—virtually or in person—and evaluate each candidate through our Fit Finder grid. This streamlined process ensures we identify candidates who truly resonate with your church’s culture.
candidate profiles
As we conduct interviews and reference checks, we assemble concise profiles for each finalist that combine their résumé highlights with practical samples—recorded sermons, a Sunday service stream, etc. Each profile also outlines theological convictions, core competencies, pastoral philosophy, reference insights, and personality assessments, giving you a well‑rounded view of how they’ll perform and connect as a leader in your church.
presentation
We come back to present up to six profiles and walk your committee through their strengths, experience, and heart for ministry. This collaborative session lets us facilitate discussion, answer your questions, and capture feedback as we move towards final selections.
regular updates
We maintain a steady rhythm of weekly progress reports and regular check‑in calls to review activities—candidates sourced, screenings completed, feedback gathered—and tackle any questions. We typically keep the job posting live for 4–6 weeks to start, then evaluate engagement and extend or adjust the timeline as needed.
six types of working genius
Patrick Lencioni’s Six Types of Working Genius framework pinpoints the natural talents people bring to teamwork and where they derive their greatest energy—and where don’t. As one of the most cost‑effective and insightful tools we’ve used, it’s a wonderful assessment that combines how God made him or her and how they complete their work. It helps your search committee and candidates alike understand which phases of work ignite their passion (and which do not), ensuring the chemistry is right among the team.
give it a minute, but not forever
After the presentation, we’re going to take a week or two and prayerfully discern before you select your final candidates - this allows for time to listen to or watch services or messages, ask any questions that come to you, and to keep the conversation going widdle it down to your final few candidates.