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Founded in 1984, Morris & Berger is a generalist executive search firm that has developed a specialty practice serving the nonprofit sector, including the performing and visual arts, institutions of higher education, independent schools, foundations, and human and social service agencies. We have recruited presidents and other officers, board members, directors and other professional staff.
In addition, our principals have had personal senior management experience in the nonprofit sector prior to entering executive search. We are, therefore, sensitive to the concerns and workings of nonprofit organizations. We have a great deal of experience working with search committees, boards and constituent groups, and we understand the different dynamics of the search process in nonprofit organizations. As a result, we have a special sensitivity for working with diverse constituencies and for the collaborative and consensus oriented decision-making process of nonprofit organizations.
We take an active leadership role in our profession and have been named to the list of "50 Leading Search Firms in North America" as recognized by James Kennedy, noted expert in the field and publisher of The Executive Recruiter News. In addition, we were named an "Outstanding Executive Search Firm" in John Lucht's 1995 edition of Rites of Passage at $100,000+. Morris & Berger is a member of the Executive Search Firm Roundtable of the American Council on Education and a member of Orchestra Search of the American Symphony Orchestra League.
A team approach ensures responsiveness and dedication to meeting each client's needs. Every search is supported by a team that consists of two partners and one associate. We conduct all of our research in-house by trained professionals and are able to generate high quality candidate pools for our clients, in part, because we control and personalize the research activity.
We believe the most important decisions organizations make are about people. In our practice, we are committed to helping our clients make those decisions by providing a high-quality management consulting service in executive search. That commitment is realized in our work effort, which is underscored by integrity and professionalism.
Our practice is built on the premise that it is important to work in partnership relationships with both clients and candidates. We build equity in those long-term relationships because they are based on trust and mutuality of effort and expectation.
Client involvement including boards, search committees and senior management teams are a critical component to a successful search process. Morris & Berger is a facilitator to the search and our role is to move that process forward while providing a rich, diverse and qualified candidate pool from which the organization can make an informed hiring decision.
Morris & Berger works in a partnership relationship with clients and will not actively recruit candidates away from organizations with whom we have done business during the prior two years. Although we have an extensive client list, it is broadly based in the nonprofit sector; therefore, our hands-off list for any particular search is quite small.
Unlike most executive search firms, Morris & Berger charges a flat professional fee rather than a percentage of the first year compensation for the executive being recruited. We do not wish there to be any appearance of a conflict of interest if we assist our client with compensation negotiations, which is why we prefer that our professional fee not be tied to employee compensation.
Morris & Berger spends a significant amount of time assessing our practice and performance. We evaluate the success of each search, not only by the quality and diversity of the candidate pool, our responsiveness to meeting the institution's needs and our thoroughness in due diligence, but also by tracking the record of the successful candidate after she or he has been on the job. We invest our future growth in the success of our candidate's performance and guarantee our client's satisfaction.
In addition, Morris & Berger recognizes that the value we bring to a search assignment lies in the quality of the candidate pool, a successful placement and the integrity of the search process itself. We have specific expertise in and special sensitivity for working in complex environments where many criteria matter to different constituencies. Therefore, we recognize that our success also can be measured by our ability to facilitate the search process and move groups to consensus while helping to build institutional community.
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