x

    Don't Let a Leadership Transition Become a Leadership Crisis.

    Every nonprofit and school will face an executive transition eventually and most are not prepared. When a CEO, Executive Director, or Head of School departs, the organizations that weather the transition with minimal disruption are the ones that treated succession planning as ongoing strategic work, not a reactive response to a resignation letter. The organizations that struggle are the ones that waited. Our Executive Succession Planning service helps boards and executive teams move from reactive to proactive: building a robust, board-owned succession plan that protects your mission, your staff, and your organizational momentum through both planned and unexpected leadership changes.


    Drawing on deep experience in executive search, leadership development, and executive compensation, we help boards and senior leaders identify mission-critical roles, assess bench strength and future leadership needs, and build a diverse pipeline of internal candidates ready for advancement. Our approach blends leadership skills assessment, external benchmarking, and clear succession criteria so you can answer not just "who should lead next?" but "what kind of leadership does our organization need for the next chapter and what will it take to attract or develop that person?" That last question matters more than most succession processes acknowledge: readiness is not just about internal candidates. It's about understanding your talent market well enough to move quickly and competitively when the moment arrives.


    What distinguishes Edgility Talent Partners in this work is the integration of executive search expertise, compensation intelligence, and succession design under one roof. We don't hand you a succession framework and leave you to figure out the hiring or pay implications. We help you think through internal development pathways and external market realities together — so your succession plan is grounded in what is actually achievable, financially and strategically, for an organization like yours.

    WHO WE PARTNER WITH ON EXECUTIVE SUCCESSION PLANNING

    • Boards, board chairs, and board-level committees responsible for CEO/ED oversight and long-term organizational health, including those navigating a near-term transition, a long-tenured founder departure, or growing board awareness that formal succession planning is overdue.
    • Executive Directors/CEOs, Heads of School, and senior leadership teams who want to steward their own transitions thoughtfully, invest in building internal successors, and reduce uncertainty and risk for staff and community.
    • Talent leaders who support leadership development and workforce planning and need a structured, equity-centered framework to integrate executive succession with broader talent strategy, compensation design, and leadership development planning.

    We approach this work as a partnership — aligning board and executive expectations, bringing in staff voice where appropriate, and grounding decisions in your mission, values, and equity commitments so that leadership transitions reinforce, rather than strain, organizational trust.

    Protect your Org Today
    Nonprofit Executive Succession Consulting Edgility Talent Partners LLC

    Our Process for Executive Succession Planning

    1

    CONTEXT BUILDING

    We engage board leaders and senior executives, review strategic and organizational documents, and clarify critical executive roles, transition risks, and organizational priorities. This stage grounds succession planning in strategy and mission impact, not just risk prevention, so the plan reflects where your organization is headed, not just where it has been. We also assess compensation implications from the outset, ensuring that any succession pathway accounts for what it will realistically cost to retain internal successors or attract external candidates.

    2

    LEADERSHIP BENCH & SKILLS ASSESSMENT

    We design and facilitate a leadership skills assessment to understand your internal executive bench strength, identify likely successors and their development needs, and surface critical capability gaps that may require external hiring or accelerated development investment. This assessment is grounded in your leadership competency framework and informed by external market benchmarks, giving you an honest, comparative picture of where your bench stands relative to the talent market.

    3

    EXECUTIVE SUCCESSION PLAN & IMPLEMENTATION SUPPORT

    We co-create a practical executive succession plan and implementation roadmap, then provide templates and coaching so your board and leaders can communicate, govern, and implement the plan with clarity, fairness, and care. The plan identifies internal successors and their development pathways, clarifies decision-making protocols for planned and emergency transitions, and integrates with your executive compensation structure and leadership development program so succession planning is not a standalone document but a living part of your talent strategy.

    4

    EXECUTIVE SUCCESSION PLAN & IMPLEMENTATION SUPPORT

    We co-create a practical executive succession plan and implementation roadmap, then provide templates and coaching so your board and leaders can communicate, govern, and implement the plan with clarity, fairness, and care.

     

    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. 

    Willa-Marth-1

    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.
    Avance (2)

    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. 
    Third Plateau Logo Testimonial

    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.
    Deena-Mangrum

    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.
    JJ-Lewis-e1637619002568v1

    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. 
    Untitled design (14)

    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.

    Marquis Who's Who Listee