trusted
Retained Executive Search
We take extraordinary measures to preserve dignity in the recruiting experience. Recognizing there is a person behind each resume, we treat each candidate with humanity and respect—as the assets they are to our sector, the third-largest driver of the U.S. economy.
How We Lead a Search
Cooper Coleman's four-phase talent selection process is engaged with and inclusive of partners and candidates alike throughout the duration of a search. We maintain consistent dialogue, and we challenge assumptions to best match organizations and professionals with one another.
1
Prep + Launch
We begin by assessing your needs through stakeholder interviews, defining position specifications, and reviewing your organization's mission and historical documents. A comprehensive, well-articulated position description is developed for approval. We then announce the position and engage with both active and passive candidates through strategic outreach.
2
Qualify + Evaluate
We meticulously screen and interview candidates, incorporating detailed research to ensure a refined selection that meets the position's specifications. We then present these top candidates to you, identifying those best suited for further in-person interviews. This approach guarantees a tailored and thoroughly vetted group of candidates advancing in the selection process.
3
Interview + Offer
We facilitate intermediate, semi-final, and final interviews between you and the candidates, leading to the selection of the chosen candidate. Comprehensive reference and credential verifications are conducted, along with optional background checks at your request. Finally, we present the offer to the chosen candidate and manage the final negotiations, ensuring a smooth conclusion to the selection process.
4
Conclusion + Post-Placement Engagment
After finalizing the selection, we personally notify and thank remaining candidates, offering personalized feedback to semi-finalists and finalists. We conduct a detailed phone review to assess performance and gather insights on the search process. Post-placement, we ensure a smooth transition and continued satisfaction through check-ins at one, three, and six months with both the successful candidate and the hiring manager.
How We Lead a Search
Cooper Coleman's four-phase talent selection process is engaged with and inclusive of partners and candidates alike throughout the duration of a search. We maintain consistent dialogue, and we challenge assumptions to best match organizations and professionals with one another.
1
Prep + Launch
We begin by assessing your needs through stakeholder interviews, defining position specifications, and reviewing your organization's mission and historical documents. A comprehensive, well-articulated position description is developed for approval. We then announce the position and engage with both active and passive candidates through strategic outreach.
2
Qualify + Evaluate
We meticulously screen and interview candidates, incorporating detailed research to ensure a refined selection that meets the position's specifications. We then present these top candidates to you, identifying those best suited for further in-person interviews. This approach guarantees a tailored and thoroughly vetted group of candidates advancing in the selection process.
3
Interview + Offer
We facilitate intermediate, semi-final, and final interviews between you and the candidates, leading to the selection of the chosen candidate. Comprehensive reference and credential verifications are conducted, along with optional background checks at your request. Finally, we present the offer to the chosen candidate and manage the final negotiations, ensuring a smooth conclusion to the selection process.
4
Conclusion + Post-Placement Engagment
After finalizing the selection, we personally notify and thank remaining candidates, offering personalized feedback to semi-finalists and finalists. We conduct a detailed phone review to assess performance and gather insights on the search process. Post-placement, we ensure a smooth transition and continued satisfaction through check-ins at one, three, and six months with both the successful candidate and the hiring manager.
The Right Leaders in the Right Roles Are Essential for Success.
The most successful organizations do not settle on their leaders, they strategically and meaningfully choose each one.
Recruiting the best candidates can be protracted and time-consuming. For that reason, we do the heavy lifting to find your ideal candidate, so you can focus on other priorities. We help organizations assess their unique needs to build a comprehensive profile of the professionals they require. We leverage our extensive network of passive and active candidates throughout the sector to place the right leaders in the roles most essential to your success.
Current Searches
Find a Job You Love
Director of Marketing
The Center (The Lesbian, Gay, Bisexual, + Transgender Community Services Center)
New York, NY | September 6, 2023
Completed Searches
Meet Our Placements
Fiscal Officer + Business Manager
California State University, Dominguez Hills
Los Angeles, CA | February 2025
Positions We've Filled
American Museum of Natural History
Major Gifts Officer (2)
Gift Officer
United Way of Fresno and Madera Counties
President + Chief Executive Officer
VP of Impact
Director of Access + Opportunity
Director of Community Support
Interact for Health
President + Chief Executive Officer
Lambda Legal
Chief Operating Officer
Chief of People + Culture
Chief of Planning + Program Management
Chief Technology Officer
Deputy Director of Human Resources
Director of National Sponsorships
Major Gifts Officer (3)
Legacy Giving Officer
Digital Director
Executive Assistant to the CEO and CDO
AIDS United
Vice President + COO
The Health Alliance for Violence Intervention
Managing Director, Capacity Building
Senior Director, Research + Evaluation
Rainforest Flow
Vice President + Chief Development Officer
National Minority AIDS Council
Development Director
Communications Manager
Development Manager
Development Associate
Policy Analyst
Roundabout Theatre Company
Corporate Relations Manager
Foundation + Government Manager
Reaching Out MBA
Development Director
Techbridge Girls
Director of Development
All Stars Project of Dallas
Senior Director of Development
Johnson Family Foundation
Program Officer, Justice Portfolio
People Working Cooperatively
Director of Major Gifts
East Coast Zoological Foundation
Chief Operating Officer
Chief Philanthropy Officer
University of California, San Francisco
Director of Development, Neurosciences
Fiscal Officer + Business Manager
Family Equality
Chief Executive Officer
Kalamazoo Nature Center
President + CEO
ReVive Center for Housing + Healing
Executive Director
The Montrose Center
Chief Executive Officer
Hearing Health Foundation
Director of Major Gifts
ACLU of Maine
Development Director
Proteus Fund
Strategic Partnerships Director
Manager of Executive Office and Board Liaison
Ingenuity, Inc.
Chief of Staff
Director of Development
Equality Illinois
Director of Development
The NYC LGBT Center
Director of Foundation Relations
Director of Marketing
Writers Theatre
Director of Advancement
California State University, Dominguez Hills
Fiscal Officer + Business Manager
Featured Placements
Case Studies
Cooper Coleman’s experienced team has placed exceptional leaders in the most critical positions across the nonprofit sector. Our track record demonstrates our ability to identify and secure top talent that drives organizational success and amplifies mission impact.
1
Prep + Launch
We begin by assessing your needs through stakeholder interviews, defining position specifications, and reviewing your organization's mission and historical documents. A comprehensive, well-articulated position description is developed for approval. We then announce the position and engage with both active and passive candidates through strategic outreach.
2
Qualify + Evaluate
We meticulously screen and interview candidates, incorporating detailed research to ensure a refined selection that meets the position's specifications. We then present these top candidates to you, identifying those best suited for further in-person interviews. This approach guarantees a tailored and thoroughly vetted group of candidates advancing in the selection process.
3
Interview + Offer
We facilitate intermediate, semi-final, and final interviews between you and the candidates, leading to the selection of the chosen candidate. Comprehensive reference and credential verifications are conducted, along with optional background checks at your request. Finally, we present the offer to the chosen candidate and manage the final negotiations, ensuring a smooth conclusion to the selection process.
4
Conclusion + Post-Placement Engagment
After finalizing the selection, we personally notify and thank remaining candidates, offering personalized feedback to semi-finalists and finalists. We conduct a detailed phone review to assess performance and gather insights on the search process. Post-placement, we ensure a smooth transition and continued satisfaction through check-ins at one, three, and six months with both the successful candidate and the hiring manager.
Our Talent Selection Process
Cooper Coleman's four-phase talent selection process is engaged with and inclusive of partners and candidates alike throughout the duration of a search. We maintain consistent dialogue, and we challenge assumptions to best match organizations and professionals with one another.
1
Prep + Launch
We begin by assessing your needs through stakeholder interviews, defining position specifications, and reviewing your organization's mission and historical documents. A comprehensive, well-articulated position description is developed for approval. We then announce the position and engage with both active and passive candidates through strategic outreach.
2
Qualify + Evaluate
We meticulously screen and interview candidates, incorporating detailed research to ensure a refined selection that meets the position's specifications. We then present these top candidates to you, identifying those best suited for further in-person interviews. This approach guarantees a tailored and thoroughly vetted group of candidates advancing in the selection process.
3
Interview + Offer
We facilitate intermediate, semi-final, and final interviews between you and the candidates, leading to the selection of the chosen candidate. Comprehensive reference and credential verifications are conducted, along with optional background checks at your request. Finally, we present the offer to the chosen candidate and manage the final negotiations, ensuring a smooth conclusion to the selection process.
4
Conclusion + Post-Placement Engagment
After finalizing the selection, we personally notify and thank remaining candidates, offering personalized feedback to semi-finalists and finalists. We conduct a detailed phone review to assess performance and gather insights on the search process. Post-placement, we ensure a smooth transition and continued satisfaction through check-ins at one, three, and six months with both the successful candidate and the hiring manager.
Because we know as well as you that a job search is hard enough, as it is . . .
Candidates
We are as committed to your experience as a candidate as we are to a positive, thorough search experience for our clients.
Our priorities and promises to candidates like you are to:
Communicate expectations and feedback to you promptly, with clarity, and by phone or video-conference, wherever possible.
Authentically represent you, our clients, and their respective job opportunities with integrity and transparency.
Preserve your dignity and respect you as a professional and a human being throughout the recruitment process.
I’ve worked with search firms in the past but have NEVER had an experience that is this impressive, comprehensive, and thoughtful. You’ve really created something special in Cooper Coleman.
JAY BUDNER
Chief Talent Officer
University Of California, San Francisco
The Fund for a Safer Future engaged Cooper Coleman to conduct a search for our first President and CEO. Johnny and his team partnered closely with the search committee to customize the search, rigorously vet candidates, and guide the process through onboarding, all on an ambitious timeline.
Their expertise, warmth, and good humor made the search productive and enjoyable. We recommend them without hesitation.
TIM DALY
Chair, Fund for a Safer Future
Senior Advisor, The Joyce Foundation
I CANNOT say enough good things about Johnny. He’s done a number of searches for us, finding excellent, diverse candidates. He’s incredibly diligent, highly professional, and also just fun to work with. He is, frankly, the best search consultant I’ve ever worked with.
KEVIN JENNINGS
CEO
Lambda Legal Defense and Education Fund
Before the Board makes its decision, I want to extend my heartfelt thanks for the exceptional care and clarity you brought to this process. I don’t want my gratitude to be tied to the outcome. I want you to know what your support has meant to me, regardless of what happens next.
I’ve worked with many recruiters in my time as an HR executive and now as a CEO candidate. You are in a class of your own.
KISHALYNN ELLIOTT
PMP, SHRM-CP, CTACC
CEO Candidate, 2025
I’ve worked with search firms in the past but have NEVER had an experience that is this impressive, comprehensive, and thoughtful. You’ve really created something special in Cooper Coleman.
JAY BUDNER
Chief Talent Officer
University Of California, San Francisco
The Fund for a Safer Future engaged Cooper Coleman to conduct a search for our first President and CEO. Johnny and his team partnered closely with the search committee to customize the search, rigorously vet candidates, and guide the process through onboarding, all on an ambitious timeline.
Their expertise, warmth, and good humor made the search productive and enjoyable. We recommend them without hesitation.
TIM DALY
Chair, Fund for a Safer Future
Senior Advisor, The Joyce Foundation
I CANNOT say enough good things about Johnny. He’s done a number of searches for us, finding excellent, diverse candidates. He’s incredibly diligent, highly professional, and also just fun to work with. He is, frankly, the best search consultant I’ve ever worked with.
KEVIN JENNINGS
CEO
Lambda Legal Defense and Education Fund
Before the Board makes its decision, I want to extend my heartfelt thanks for the exceptional care and clarity you brought to this process. I don’t want my gratitude to be tied to the outcome. I want you to know what your support has meant to me, regardless of what happens next.
I’ve worked with many recruiters in my time as an HR executive and now as a CEO candidate. You are in a class of your own.
KISHALYNN ELLIOTT
PMP, SHRM-CP, CTACC
CEO Candidate, 2025
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