For years, the go-to approach for finding non-executive roles was simple: work with a recruiter. It made sense. Recruiters had the networks, the expertise, and the inside track on boardroom opportunities.
And for many, this worked – until it didn’t.
The world has changed. The boardroom landscape is evolving, and the traditional recruitment model hasn’t kept pace. If you want to stay ahead, it’s time to take a cue from Des’ree:
🎵 “Challenge what the future holds.” 🎵
Here’s why the old ways aren’t working anymore – and how to step into the future.
The Problem with the Old Model
Recruiters were once the gatekeepers to board opportunities. They thrived on exclusivity, high fees, and control over access to decision-makers. But as non-executive roles become more diverse and competitive, this model increasingly feels like an outdated machine trying to churn out bespoke solutions.
1️⃣ Lack of Transparency
How often have you wondered what’s happening behind the curtain? The process can feel opaque, with little visibility into where your application stands or why you didn’t make the shortlist.
🎵 “Don’t be ashamed to cry.” 🎵 Rejection happens – but when the process feels so unclear, it’s hard not to feel frustrated.
2️⃣ Limited Scope
Recruiters often rely on their immediate networks, which might not align with your skills or aspirations. They prioritise filling roles quickly – not necessarily finding the perfect fit for you or the board.
3️⃣ Prohibitive Costs for Companies
Recruiter fees can be steep, almost always costing more than £25K (usually in the £75k region) to fill a single non-exec seat. This has made some companies rethink whether traditional recruitment is worth it – especially with so many direct channels now available.
The Rise of Direct Connections
🎵 “You gotta be bold.” 🎵
The reality is, many companies and investment houses no longer need recruiters to find talent. Platforms like Virtualnonexecs.com, off-market deal spaces, and network-driven ecosystems have democratised access to boardroom roles.
These alternatives bring:
✅ Transparency: Opportunities are visible, and you can track your own progress.
✅ Broader Networks: Platforms tap into vast ecosystems, offering access to roles across industries and regions.
✅ Lower Costs for Companies: By eliminating middlemen, businesses can connect directly with candidates while saving on fees.
And for candidates, this means fewer gatekeepers and more control over your own destiny.
So, What’s Next?
If you’re relying solely on recruiters to land your next board advisory position, you may be missing out. The phrase “It worked until it didn’t” couldn’t be more fitting.
Here’s how to adapt:
🎵 “You gotta be cool, you gotta be calm, you gotta stay together.” 🎵
1️⃣ Leverage Your Network
Engage with platforms designed for board professionals, such as Virtualnonexecs. These spaces prioritise direct connections and off-market opportunities.
2️⃣ Be Proactive
Don’t wait for a recruiter to call. Start reaching out to companies, investment houses, and family offices. Many are habitual hirers of non-execs and prefer direct relationships.
3️⃣ Market Yourself
A great non-exec CV, a strong personal brand, and visibility within the right circles can open more doors than any recruiter ever could.
It Worked Until It Didn’t – Now It’s Time to Evolve
🎵 “Listen as your day unfolds.” 🎵
Recruiters may still have their place in certain niches, but they are no longer the be-all and end-all for finding non-exec roles. The best opportunities today are off-market, network-driven, and rooted in relationships – not middlemen.
The boardroom game has changed.
The question is, are you ready to change with it?