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    Hold Leaders Accountable to What Actually Matters — Mission Impact.

    The organizations that consistently attract and retain exceptional executive talent are the ones that take executive performance seriously: not as a once-a-year board obligation, but as a living practice of clarity, feedback, and strategic alignment. And yet most nonprofit and school boards are flying without instruments — evaluating CEOs, Executive Directors, and Heads of School through informal conversations, vague impressions, or review cycles that were never really designed to drive performance at all. Our Executive Performance Management service changes that.


    We help nonprofit boards and executive teams design clear, strategic, and mission-aligned processes for evaluating senior leaders, building the tools, frameworks, and rhythms that make executive accountability a competitive advantage rather than an afterthought. Using your strategic priorities, organizational values, and leadership competencies as a foundation, we define the knowledge, skills, behaviors, and outcomes that matter most for executive roles, then translate those expectations into practical tools: goal-setting templates; evaluation forms; structured feedback processes; and development plans that your board and executive team will actually use.


    This is not just about process design. It's about giving your board the confidence to have honest, evidence-based conversations about executive performance; giving your executive team the clarity they need to lead with focus and accountability; and building the kind of performance culture at the top that cascades into how your entire organization sets expectations and evaluates results. Because our team brings deep experience in executive search, leadership development, and performance system design, we understand the power dynamics, identity considerations, and organizational stakes that make executive performance management uniquely complex — and we show up as thought partners to navigate all of it.

    WHO WE PARTNER WITH ON EXECUTIVE PERFORMANCE MANAGEMENT DESIGN

    • Boards, board chairs, and board committees responsible for CEO/ED evaluation and overall executive accountability, including those who know their current process is too informal, too inconsistent, or too disconnected from strategy to serve the organization well.
    • Executive Directors/CEOs, Heads of School, and senior leadership teams who want clear expectations, regular feedback, and an impact-focused evaluation process that aligns with strategy and organizational goals — and who understand that a rigorous performance framework protects them as much as it holds them accountable.
    • People leaders who support board and executive processes and need an integrated approach that connects executive evaluations with organization-wide performance management, leadership development, and succession planning.

    We treat this work as a partnership between governance and management — co-designing an executive performance framework that is rigorous, impact-focused, and grounded in psychological safety for everyone involved.

    Get Started Today
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    Our Process for Executive Performance Management Design

    1

    DISCOVERY & CONTEXT BUILDING

    We engage board and executive leaders, review your strategic plan and current evaluation practices, and clarify what effective executive performance looks like in your specific organizational context, including the talent market realities, strategic priorities, and cultural commitments that should shape how executive success is defined and measured.

    2

    EXECUTIVE COMPETENCY & FRAMEWORK DESIGN

    We define or refine executive-level competencies and expectations and design an executive performance management framework- goals, indicators, and review tools- that aligns with your mission, strategy, and values. The framework is built to be both rigorous and usable: something your board can apply with confidence and your executive team can engage with trust.

    3

    INTEGRATION WITH GOAL-SETTING & DEVELOPMENT

    We connect the executive performance framework to annual and mid-year goal-setting, board-executive check-in rhythms, and leadership development plans, ensuring evaluations drive learning and growth rather than operating as isolated judgment events. This integration is what makes executive performance management sustainable over time.

    4

    IMPLEMENTATION & BOARD SUPPORT

    We create implementation and communication plans, provide templates for board and executive use, and offer coaching or facilitation sessions to support consistent, impact-centered executive evaluations. We leave your board and executive team equipped to sustain the process independently, not dependent on us to run it every cycle.

     

    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.
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    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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