Recruitment Services

Whether you are looking for a principal, an instructional leader, or an executive, Edgility is prepared to combine its longtime experience in education with your organization’s specific needs to find the right leader every time.


Executive Search

Edgility was a great partner for EOBA and our Executive Director search. As a small but growing community based nonprofit, we were seeking a firm that not just served up strong candidates but who also understood our needs as an organization serving low-income youth of color and their families. The Edgility team cultivated a talented pool of candidates while also working closely with our board and staff to ensure we selected someone who was the right fit. We appreciate their partnership and highly recommend their services.
— Sarah Chavez-Yoell, Board Member, East Oakland Boxing Association

Our executive searches begin with an in-depth needs assessment to clarify your organization’s culture and priorities, followed by the development of recruitment materials designed to appeal to the right candidates, before sharing the opportunity with our network of over 16,000 education leaders. In addition, we offer strategic guidance and support with selection and other aspects of the process.

While money isn’t the only deciding factor in leadership hiring, it does play an important role. As such, we conduct compensation studies for all of our searches to help organizations determine salaries. Click here to learn more about our full Compensation Design Services.

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Case Study: Navigator Schools

Case Study: Navigator Schools

When the Board of Navigator Schools – a small but growing high-performing charter school network near San Jose, CA – decided to hire its first CEO, the organization turned to Edgility to lead this executive search. They knew they needed a partner with deep experience with charter schools serving diverse populations, who understood innovative instructional practices, and who was expert in leading a whole school community through a leadership transition. Edgility’s skills were a great match to fit these needs.

As with all of our senior management searches, this project began with a thorough needs assessment, which involved a series of interviews and focus groups on-site at Navigator’s two schools as well as an in-depth working session with the board to define their priorities for the new CEO’s qualities and skills. We also distributed electronic surveys to faculty and to families in both Spanish and English, given Navigator’s large population of non-native English speaking families. What we found from this community and board engagement process was that all stakeholders were seeking a strong people manager who could balance big picture vision with taking care of the day-to-day details of the organization’s operations. They also strongly prioritized someone who was from or had worked in similar communities and shared Navigator’s mission and values.

Our team used the findings from the needs assessment to drive our candidate recruitment and selection process. We sent emails and initiated phone calls with high performing school leaders and C-level managers in urban and rural communities across the country. We tapped our deep nominator networks as well, contacting leaders of charter management organizations, innovative nonprofits, education technology firms and social justice-focused foundations. We worked closely with the search committee (comprised of stakeholders that represented all constituencies in Navigator’s schools) to develop protocols and performance tasks and facilitate candidate interviews. Of the four finalists the search committee met, three came from our internal networks. Once the committee had identified its final two candidates, our team designed and led the onsite interview process, including a comprehensive stakeholder engagement component.

The Result

Veteran charter leader Kevin Sved was selected to join the organization as its first CEO, with a unanimous vote of confidence from the search committee and Board of Directors. Mr. Sved was looking to get reconnected to a school community and shared Navigator’s vision for success and priority on eliminating the achievement gap through innovative, student-centered instructional practices and strong family engagement. The Navigator community felt very comfortable with his values and mission alignment and believed in his ability to actualize their priorities on a larger scale.

"Edgility Consulting did a stellar job of leading us through a CEO search towards a hire that we on the board are thrilled about. I deeply appreciated their commitment to doing whatever it took to getting us a great slate of candidates and the thoughtful management of the process, including managing a wide variety of important stakeholders."

— Caitrin Wright, Board Member, Navigator Schools

"Edgility's professional and thoughtful selection process ensured Navigator Schools got to know me well and vice versa. The interview questions, performance tasks, and community forums provided meaningful opportunities to authentically engage with stakeholders. I am deeply grateful to Christina and the team at Edgility for creating the context for the Navigator Schools community and me to come together. I found my tribe. I am excited to help eliminate the achievement gap as part of Navigator Schools team."

— Kevin Sved, Chief Executive Officer, Navigator Schools

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Case Study: Activate Instruction & Gooru Learning

Case Study: Activate Instruction & Gooru Learning

As the Girard Education Foundation launched Activate Instruction - a free online tool to give K-12 students an enriched, personalized learning experience through playlists created and shared by teachers nationwide - they were seeking a seasoned educator to serve as their first new hire. As they refined their service options and operational model, the Activate Instruction board and leadership team realized they needed deeper internal expertise in school services and educator training in order to increase adoption of and satisfaction with their product on the part of school customers.

In 2013, Executive Director Michele Hansen retained Edgility co-founder Christina Greenberg and her team to identify a senior leader to drive their client services and relationship management with school partners. Michele was seeking a partner that had both expertise in quality instructional practice as well as an understanding of the education technology industry and landscape. Christina and Serena Moy (one of our senior recruiters) led this search, speaking with senior leaders in education organizations, ed tech companies and training experts.

The Result

Our efforts led to the hiring of Amy Alamar, formerly a Schools Program Director for a training institute at Stanford and new teacher supervisor and faculty member at the University of San Francisco. Amy was Activate Instruction’s first full-time hire and joined the team as Director of School Partnerships where she quickly brought a highly-qualified colleague from Stanford to join her.

Since that initial search, our team has found a strategic partnerships lead for Activate as well as worked on searches for Gooru Learning, which merged with Activate Instruction in the summer of 2015. Christina led the search for Gooru’s Vice President of Learning and Instruction, Wendy Noble, who was recruited from a senior management role at Rocketship Education. Subsequently this spring, Edgility worked with Gooru to fill Director level Marketing and Development roles.

“Christina Greenberg, who is a lead partner at Edgility Consulting is a highly accomplished, ethical professional. She is efficient, knowledgeable and has an amazing personal network in the Bay Area. I have greatly enjoyed the opportunity to work with her and recommend her most enthusiastically.”

— Michele Hansen, Vice President, Girard Education Foundation.

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Christina and her team did a fantastic job facilitating our search for an instructional leader. As an innovative, start-up school, we were really impressed with the time Edgility took to get to know our vision and the types of candidates who would fit our needs. They produced high-quality candidates for us almost immediately and we had a wide selection of candidates to consider. We were pleased with the entire process ... and the results!
— Anne Lee, Co-Founder and Co-Director, Alma Fuerte Public School

Recruitment Campaign

Some organizations have the capacity and experience to manage, schedule, and lead the entire onsite interview process, reference checks, and offer stages but need help with recruitment and sourcing. For these cases, we offer a "recruitment only" option where our team leads the recruitment outreach and initial phone screen to generate a pool of candidates.

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Case Study: Rogers Family Foundation

Case Study: Rogers Family Foundation

Entering into its second decade as a local education leader, and with the transition of its Senior Program Officer to a new city and organization, Chief Executive Officer Brian Rogers and the rest of the Foundation’s board of trustees wanted to find an exemplary, credible leader to guide the Foundation through its next phases of development. They decided to launch a national search for a Chief Strategy Officer who would take over daily operations of the foundation, in support of the vision laid out by its CEO and Board of Directors. To fill this position, the Rogers Foundation was seeking a partner who understood the local Bay Area context, had strong networks within the education space, and would be flexible to meet their needs in terms of leading sourcing efforts while the Board managed the candidate selection process.

The Rogers Family Foundation hired Edgility co-founder Christina Greenberg and her team to lead the recruitment outreach and sourcing effort to identify qualified candidates for this important new role. The team started by holding conversations with current staff and the CEO about their values and priorities for this new role to reveal the kind of person who was most likely to be successful. They then conducted in-depth research on aligned candidates working locally and nationally to advance educational equity following the values and principles the Rogers Foundation strongly supports. Finally, they conducted first round interviews with candidates and managed the cultivation process, keeping them engaged while they completed the Foundation’s full diligence process.

The Result

Through this effort, Christina’s team was able to find, recruit, and place Rhonnel Sotelo, formerly COO at another well-known California education funder, to join the Rogers Family Foundation as its first Chief Strategy Officer. Mr. Sotelo had been successfully working in a C-level position with another statewide education foundation but was looking for an opportunity to have a deeper impact on his home community of Oakland. He was also attracted by the ability to focus more strategically on local education initiatives. The Rogers Foundation team was drawn to Mr. Sotelo’s deep expertise in the field, commitment to social justice through education, and interest in expanding their reach to new program areas. In 2015, he was promoted to Executive Director, leading Rogers’ daily operations. .

“Christina Greenberg and her team were a perfect solution for our staffing needs. Since we are such a small team here at the Rogers Family Foundation, it is in our best interests to hire the highest capacity and most experienced staff possible. They created a very deep applicant pool that yielded an executive level employee that was a perfect fit. I would highly recommend them to anyone searching for high quality, education focused talent.”

— Brian Rogers, Chief Executive Officer, Rogers Family Foundation.

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Edgility Consulting was the perfect partner for our charter school CEO search. They were insightful in the way they understood our school culture, they were strategic in the way they assessed the needs for the position, they were resourceful in identifying an outstanding pool of candidates, and they were expert in guiding us through the ins and outs of compensation and compliance. Thanks to Edgility, we are poised—with an outstanding new leader—to begin our next chapter of fulfilling our school’s important mission.
— Tom Levee, CEO Search Committee Chair, Value Schools
For our Head of School search, I was particularly impressed with Christina’s process of soliciting priorities from the different, diverse school stakeholders – board members, parents, school administrators – to shape our selection criteria and process. It helped us all have faith in the process and collaborate well as we vetted candidates. In the end, I was pleased that we had a diverse candidate pool, and were able to select from two talented finalists.
— Karolyn Belcher, President, The New Teacher Project