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    Pay Your Leaders to Stay — and Build a Program Your Board Can Stand Behind.

    Attracting and retaining exceptional nonprofit executives has never been more competitive. Mission alignment only goes so far when a leader can earn significantly more in the private sector, a peer organization, or a larger nonprofit with a better-resourced comp program. At the same time, boards face growing scrutiny from funders, regulators, and staff when executive pay feels disconnected from organizational values or financial realities. Getting executive compensation right means threading that needle: competitive enough to win and retain the talent your mission depends on, internally fair relative to the broader staff, aligned with your organizational culture, and financially sustainable for the long term.


    Our Executive Compensation practice helps nonprofit boards, compensation committees, and executive teams move beyond ad hoc or legacy pay decisions toward a clear, strategic, data-informed executive compensation program that stands up to scrutiny from funders, regulators, your staff, and your own values. Using a structured approach: context building; multi-source market analysis; and implementation support, we ground your executive pay decisions in robust benchmarking data, analyze compensation across multiple data sources using geographic and peer organization comparisons, build market-aligned salary ranges and total cash recommendations, and help you codify principles that connect pay to performance, scope, and organizational strategy.


    What sets Edgility Talent Partners apart in executive compensation work is the combination of sector depth and independence. We work exclusively in nonprofit and mission-driven contexts, which means our benchmarking data reflects the actual market for mission-driven executive talent — not generic cross-sector averages that misrepresent your competitive reality. We bring an independent perspective, a collaborative process, and the ability to align board and executive voices around a compensation approach your organization can sustain financially and explain with integrity.

    WHO WE PARTNER WITH ON EXECUTIVE COMPENSATION

    • Boards, board chairs, and board-level compensation, finance, or executive committees responsible for setting and reviewing CEO/ED and senior leadership compensation — including those navigating a leadership transition, an annual review cycle, or increasing pressure from funders or regulators to demonstrate responsible stewardship of executive pay.
    • Executive Directors/CEOs and Heads of School who need a clear, values-aligned framework for how their own and their senior team's compensation will be assessed, benchmarked, and adjusted over time, and who want a process that protects both organizational trust and their own long-term retention.
    • Finance and HR/People & Culture leaders who must balance market competitiveness, internal equity, budget constraints, and compliance, and who need a consistent, defensible structure they can bring to boards with confidence.

    We treat this work as a true partnership — aligning board and executive perspectives, bringing data and context to complex conversations, and building an executive compensation approach your board can explain clearly and your organization can sustain.

    DESIGN YOUR STRATEGY
    Nonprofit Executive Compensation Service- Edgility Talent Partners LLC

    Our Process for Executive Compensation Design

    1

    CONTEXT BUILDING

    We meet with board and executive leaders, review organizational context and current executive pay, and define the relevant labor market and peer set in partnership with you. This stage ensures that the benchmarking that follows reflects your actual competitive landscape, not a generic nonprofit average that doesn't account for your geography, sector, organizational size, or leadership scope.

    2

    MARKET ANALYSIS

    We conduct a robust quantitative benchmarking analysis across multiple data sources, including sector-specific surveys, IRS Form 990 data, and geographic comparators, to assess how competitive and equitable your executive compensation is, and develop salary ranges and total cash recommendations that are grounded in the realities of your talent market. We also analyze internal equity, examining how executive pay relates to the broader staff compensation structure and identifying any gaps that create reputational or cultural risk.

    3

    IMPLEMENTATION SUPPORT

    We deliver a clear executive compensation report and provide targeted coaching for board and executive leaders so you can adopt, communicate, and sustain the updated executive compensation program with clarity, financial responsibility, and organizational trust. We prepare your board to communicate pay decisions to staff and stakeholders in ways that build confidence rather than create questions.

     

    Omar Carrera

    CEO

    Allison and Carrie were exceptional thought partners throughout the process. They brought a wealth of wisdom and experience to the table, yet remained flexible in adapting their approach to align with our specific organizational reality and culture.
    Canal Alliance

    Danielle Pointdujour

    Human Resources Officer, Urgent Action Fund

    Our work often requires rapid responses due to the nature of helping activists who are at risk. We’re grateful to Edgility for helping us slow down and take a step back to assess the health of our organization from a salary, equity, and performance perspective. It’s important that we reward our employees for their brave work. We look forward to continuing to partner with Edgility to develop and improve our internal systems.
    Urgent Action Fund

    Willa Marth

    Chief Diversity and Inclusion Officer, Planned Parenthood of Southern New England

    While Planned Parenthood of Southern New England (PPSNE) has worked to increase racial equity internally and externally, the racial reckoning of 2020 illuminated the need to ask ourselves what more we can do.  With Edgility's methodology, we had clear data points and recommendations to create a plan internally to address any wage gaps and further our commitment to racial equity. 

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    Sonia Dominguez

    Chief Operating Officer, AVANCE

    Marissa was extremely helpful and knowledgeable throughout the engagement. She demonstrated exceptional expertise, is a great presenter who communicated complex ideas clearly, and maintained a direct and responsive approach that made collaboration seamless. Their professionalism and ability to address our needs promptly contributed significantly to the success of the project.
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    Erica Kashiri

    Chief Operating Officer, Third Plateau

     Marissa was easily one of the top 3 partners I have ever worked with my entire career. She knows her stuff, is thoughtful, holds the line when the line needs to be held, and kept us on a great timeline. She is able to break down complex information that was WELL received to a very skeptical team of using benchmarking data. Plus, she just came off as a generally good human which I deeply value these days. 
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    Deena Mangrum

    Director of Talent Strategy, Para Los Niños

    Treating people equitably is core to who we are and why we exist. The tremendous insights we gained from our work with Edgility have strengthened our organization so we can continue to move the needle for even more marginalized children in the Los Angeles area.
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    Catrina Bryant

    Deputy Director, Arnold and Mabel Beckman Foundation

    The assigned Team was knowledgeable and thorough in the preparation of our materials and flexible in meeting the needs of our small org.
    Beckman Foundation

    J.J. Lewis

    Superintendent & CEO, Compass Charter Schools

    We’re so pleased with the work Edgility has done for Compass Charter Schools. It gave us a system and a roadmap that has brought incredible foundational value to our organization. We’ve dramatically reduced inefficiencies and can now confidently offer our teachers and staff equitable pay.
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    Illy Askia

    President & CEO, East Lake Foundation

     The Edgility Talent Partners team was very personable, professional, and direct. They listened to our needs and made adjustments when the direction of the project needed to change slightly. Our team truly enjoyed working with them. I would highly recommend them. 
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    Alicia Spurlark

    Director of Operations

    The process was clear, the product is strong, and the partnership empowered us to execute with grounding & expertise.
    Alicia S

    Empowering Organizations Through Holistic Talent Management

    Organizations that invest in comprehensive talent management experience lower turnover, higher employee engagement, stronger teams, and improved overall performance. Effective talent strategies are essential for organizations aiming to achieve meaningful impact and advance their mission. Here's where we stand.

    work with us

    97%

    CLIENT SATISFACTION RATE

    Our clients appreciate our team's dedication to delivering exceptional service and exceeding their expectations every step of the way.

    93

    NET PROMOTER SCORE

    We outperform the industry average net promoter score of 48 by more than 65%—demonstrating our commitment to customer happiness.

    100%

    WOULD WORK WITH EDGILITY AGAIN

    And many of them do! Over three-quarters of our clients have worked with us more than once or came from a client's recommendation.

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