Breaking Into The C-suite
When summer ends, I know a lot of you are considering your next career move. For some of you, that means taking that next step into organizational leadership.
When I became an Executive Director, I wasn’t the obvious choice. The founder was leaving, and I was a little in over my head. But I’d stayed loyal to the organization, built trust, and showed up with gumption. They took a chance on me, and I figured it out as I went.
That’s the thing: breaking into the C-suite isn’t always about having every qualification. It’s about putting yourself where chances are possible, telling a strong story, and showing you can lead.
Here’s your guide to breaking into the C-suite.
Focus where you have a shot.
I’ve led plenty of searches where the hiring committee only wanted someone who’s already been in the C-suite. My advice: don’t spend your time on those. Some organizations are open to taking a chance on someone making their first executive move. Those are where you should focus your energy.
Network, network, network.
Remember the basics of your search. It’s all about networking. If your network is mostly program managers and directors, start cultivating relationships with EDs, CEOs, COOs, and board members. In executive searches, an endorsement can make all the difference. Executive hiring moves slower and is highly relationship-driven. Have a plan for outreach, visibility, and positioning so you’re seen as a strategic, intentional candidate.
Learn from others who’ve made the leap.
Talk to people who’ve done it. You’ll hear strategies you can borrow and mistakes you can avoid. This goes hand-in-hand with your networking approach. Set a goal for how many C-suite conversations you want to have each month. Sit down, and prepare some questions for the people you talk to.
Build a C-suite skill gap plan.
Even experienced leaders often have blind spots, often in finance, governance, and fundraising at scale. If you’ve never worked closely with a board of directors, owned an organizational budget of $1M+, or led an institutional fundraising strategy, start getting exposure now (through stretch projects, interim leadership roles, or even board service).
Get comfortable being the “face” of an organization.
C-suite roles, especially ED/CEO, often require more external work than internal. Things like media interviews, speaking engagements, major donor relations, and coalition work. Get comfortable representing the entire organization’s mission, not just your own department.
Deepen your org leadership chops.
Boards are your partners, and sometimes your bosses. Go beyond presenting to them: join agenda-setting meetings, participate in strategy sessions, and understand bylaws and nonprofit governance. C-suite leadership in the progressive movement also means navigating competing priorities and sometimes inheriting messy situations. Hone in on your experience leading through conflict or times of change.
Demonstrate you can lead leaders.
It’s not just about managing staff, it’s about managing other senior leaders and empowering them to drive change. Hiring committees want to see you can delegate effectively and create conditions for other leaders to thrive.
Consider a short-term pay cut.
Your first C-suite role may mean a 2–3 year pay dip, but it’s an investment. Once you’re in, your options and earning potential expand.
Yes, the leap into the C-suite is about preparation, strategy, and networking. But it’s also part willingness to step into the deep end. Be ready when someone’s willing to take that chance on you.
If you’re looking to break into the c-suite, hit reply. We want to hear how it’s going for you. We’re here to help!
Executive Director @ Democracy Strategy Partners; Remote; $150K-$180K
Vice President of Finance & Administration @ Community Foundation for MetroWest; Natick, MA; $140K-$150K
Senior Finance Officer @ Movement Voter Project; Remote; $120K-$140K
Senior Director of Institutional Giving @ National Institute for Reproductive Health & NIRH Action Fund; Remote (Preference for candidates within 4 hours of NYC); $107K-$115K
Senior Manager, Employee Relations & Development @ Roosevelt Institute; Hybrid in NYC or DC; $103.9K-$115.4K
Senior Manager, HR Talent Operations @ Roosevelt Institute; Hybrid in NYC or DC; $103.9K-$115.4K
Senior Program Officer, Equity @ ICLEI USA; Remote; $78K-$95K
Senior Director of Community Engagement @ Industrial Commons; Moganton, NC; $65K-$75K
Program Coordinator @ Social Innovation Forum; Hybrid in Boston, MA; $64K
Development Operations Associate @ Community Foundation for MetroWest; Natick, MA; $55K
That’s not all! We’re hiring for additional jobs and you can see all of them on the NRG website.
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Let’s move,
Naomi
P.S. If you’d like a partner to help you with your job search strategy, sign up right now for 15 minutes with Kristin to learn how NRG’s coaching programs can help you. If you find this newsletter helpful, forward it to your friends and help us build our network! If you received this from a friend, sign up here to receive future “Get Hired'' newsletters.