I have spent a lot of time talking with board aficionados about a nagging question: Why do board chairs (or nominating committee chairs) go it alone, and conduct a board search without outside help? Admittedly, this is a self-serving question since I am in the business of providing advice to boards. I am most interested in the answers, to be fair, because if self-managed searches are better for boards, I would be the first to support the idea. There are plenty of other ways I can add value, after all. So I set out on a quest in the name of market research and here is what I learned:

• Financial Cost: One obvious reason that a chair might not want to use an advisor is to save the money. It’s hard to argue that $100,000, what the big firms charge, is insignificant although the case can be made that an outstanding director is worth more than that. Of course, the cost argument gets harder to make with a $30,000 (or one-day lower) fee but some people still want to minimize their cash outlay if they can fill a seat on their own.
• Misunderstood Additional Value: The perception that recruitment is simply about accessing one’s own network to find a candidate who checks a few boxes is misguided. If simply filling a seat is the objective, then going it alone does appear to be a quick-fix solution. That approach, though, cannot deliver the benefits of a well-run process, namely: (i) understanding and addressing the board’s specific needs, current capabilities, and gaps, (ii) setting the bar high with a thoughtful, articulate and tailored position specification, (iii) having a comprehensive pre-screened slate of candidates (thus resisting the temptation to shortcut the process), (iv) assuring objective discussion with the rest of the board or nominating committee members, (iv) employing thorough assessment and referencing of the finalist(s), (v) crafting and making the offer (vi) managing and disseminating information as needed, and (vii) relying on an experienced team to lead the process efficiently. Whoa…that’s a lot of value when a search is run the right way! 
• Control of the Process & Outcome: For some people, the concern is not about the money and they appreciate the value, but giving up control of the process creates apprehension. Every board that works with an outside advisor should have the confidence that the board leadership will call the shots. It is entirely reasonable to expect your advisor to be as invested in this process and the results as you are, and find ways to accommodate your needs. Thorough, creative and effective searches can be managed with the client controlling the pace, the standards and the decisions along the way. (And by the way, it’s pretty easy to reference check the quality of work ahead of hiring any advisor.)

So in summary, the three reasons why a board might initially consider running a search without an advisor are:

1. “It can feel expensive…and we’re somewhat parsimonious.”
2. “I didn’t realize how much attention should go into a well run search and how much we could get from the process.”
3. “I was concerned about handing it over to an outsider.”

Prima fascia, these are legitimate considerations, especially for the indoctrinated – these topics certainly cross the minds of a number of board chairs. But for the majority of boards, the benefits far exceed the investment. With costs coming down and quality going way up, it rarely makes sense to fly solo these days. 

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Abby Adlerman is Founder and CEO of Boardspan.