connecting with the finalists
Helping you evaluate candidates and discern your ideal match
phase III: Selection
church-led interviews
You take charge of interviewing finalists— by phone, video, and ultimately on‑site—while we remain closely involved to help plan for these conversations, as well as evaluate and discern throughout.
competency testing
We design targeted, hands‑on exercises—like guest‑leading a worship service or preaching, teaching a Sunday school class, or facilitating a small group—to fill any skill gaps and see candidates in action. These real‑world tests ensure each finalist can confidently meet your role’s demands, or identify areas where coaching and development are needed.
vibe check
We help arrange informal sessions where finalists spend time with the team they’ll be leading or joining and key congregational stakeholders—through coffee chats, staff meetings, dinner at the local hotspot—so everyone can experience natural interactions and make sure the chemistry is right.
extend the offer
We collaborate to craft a comprehensive, mission‑aligned offer letter—outlining salary, benefits, and key terms—and advise on market‑competitive compensation. We then facilitate any negotiations, answer questions on contract details, and secure formal acceptance to finalize your ideal match.
competency is not the priority
While being able to execute the responsibilities of the job is important, it is definitely not paramount. We encourage search teams to first investigate character, core alignment, and chemistry. Competencies can be taught, so we insist on looking for candidates who are teachable, align with the core behaviors, and people like being around.
the lead pastor & chemistry
Regardless of the position, the Lead Pastor, at minimum, needs to spend quality time with the candidate before an offer is extended. Even if the candidate will not interact regularly with the pastor, they need to have established chemistry. One important reason is what happens when your ideal match is ready for executive leadership, but the lead pastor has poor chemistry and now you’re calling us again because he or she left for an opportunity with leadership responsibilities? The revolving door of ministry leaders is a real thing, but making sure this chemistry checks out can help leaders last and thrive.