The Boland Group - Highlights of Mission Driven assignments:

Selected representative searches for Community-based Nonprofit Mission Driven organizations:

  • For one of the largest Community Development Finance Investment (CDFI) nonprofits in the nation,
    • a "CEO of CEOs", to whom the Executive Directors in the Southern region of the United States report. Preference for a minority candidate with affordable housing finance experience.
    • The successful candidate, a decorated African American veteran of the military and intelligence communities, as well as the youngest Deputy Assistant Secretary for the Office of Community Planning and Development in the history of HUD, is widely regarded as a promising CEO succession candidate.
  • For an organization focused on Early Childhood Learning and Child Care Resource and Referral Services, a
    • CEO to help transform the once vibrant organization that had lost a major funding source  into a more proactive, vibrant, financially stable and innovative organization.
  • For the Board of a highly respected $20M Community Mental Health Center (CMHC) seeking to become a Certified Community Behavioral Healthcare Center (CCBHC), a
    • CEO to replace the incumbent CEO, who was retiring after 32 years. The successful candidate had just successfully led another CMHC through the transition to national certification as a CCBHC, one of the first in the state. Board approval was unanimous.
  • For one of the largest Community Development Financial Institutions in Southeastern U.S., roiled by allegations of discriminatory lending practices and racist compensation, recognition and promotion practices, a uniquely qualified
    • CEO who had made the first banking investment in the organization years ago. The board unanimously voted to hire this African American CEO and we were also able to recruit an outstanding African American President. 4
  • For a $10M provider of Shared Services to a statewide association of Community Health Centers,
    • CEO to identify and fully leverage the untapped potential of the existing capabilities while identifying ways to expand capacity. Successful candidate identified almost $1M in immediate revenue generating opportunities in the first year, and is on track to reach $30M+ revenues in five years. Search conducted despite pandemic.
  • For a Community Development Financial Institution with a presence in multiple urban and rural markets, seeking to fund historically underserved markets by driving public private investments in racially equitable, affordable housing, we conducted multiple C-Level searches, including:
    • Regional Vice Presidents for the Midwest, Northeast and Southeast, a National VP of Housing, and multiple Executive Director searches in Detroit, Cleveland, Greenville & Hampton Roads. Four successful candidates were African American. 
  • For a not for profit Community Health Center, recognized regionally for its innovation and evidenced based practices, the Board of Directors sought a
    • CEO, who could lead the organization to a an even higher (national) level of excellence. After a 10 month search failed to surface a “game-changer”, the Board evaluated seven search firms before selecting TBG. After a national search, TBG presented candidates within 30 days, interviewed finalists within 60 days, and the successfully recruited CEO was on board in 90 days
  • For a national community development financial institution (CDFI) committed to closing the racial health wealth and opportunity gap, an
    • Executive Director to establish a presence in Upstate SC, through community economic development, affordable housing and investments in underserved areas. Within weeks of joining, the successful candidate brought in unprecedented funds for the initial  investment.
  • For a United Way organization in the nation's breadbasket, whose revenues shrank 40% in less than three years, an
    • Executive Director who dramatically increased revenue development (including previously untapped sources), resulting in increasing services, the number served, and the quantifiable community impact. The successful CEO candidate also successfully restored the confidence of the community, rebuilt depleted reserves and transformed the internal culture into a service-oriented organization.
  • For a YMCA focused on early learning and literacy the Board of Directors was looking for a visionary but hands-on
    • CEO, to help take the organization to the next level, in part by cultivating and leveraging collaborative partnerships with for-profit businesses, individuals, government agencies and other non-profits in the area to make highest and best use of the organization’s resources.
  • For a $250M national Managed Behavioral Healthcare firm created through the merger of a non-profit and a for-profit organization,
    • a CIO to recruit, retain or outplace 100 professionals around the country in under six months to complete the consolidation of three data centers and develop an integrated system to support the new nationwide service area.
  • For a nonprofit Provider of Therapeutic and Rehabilitative Services for children and adults with physical disabilities, a
    • CEO, who could help position this Midwestern organization as a center of excellence, in part by leveraging a new state of the art, world-class athletic facility as the therapeutic destination of choice for adaptive sports and other world class therapeutic offerings.
  • For the local chapter of the National Multiple Sclerosis Society (NMSS) dedicated to providing research and services for victims of this complex auto-immune disease, an
    • Executive Director, to transform this regional chapter into a magnet for the funding and volunteers required to provide a rich spectrum of services and support.
  • For the CEO of the Girl Scouts of America, a strong CIO.
    • At the request of the board, a richly diverse slate of candidates was presented, without delaying the search. The successful candidate – a diversity candidate – was identified, assessed and recruited in under four weeks.