Search
Searching, hiring, and onboarding new leaders doesn't have to be complicated. Our team will provide the clarity and guidance you need for a seamless experience.
Build Your Best Team
Your church needs the right leader, and we're here to help.
Our relationship-based approach to church staffing lets us execute a search with speed and precision. Through our research, surveys, and assessments, we help clients shrink the haystack and find the right match.
Leadership transitions are pivot points in the life of the church and hiring the next leader can dramatically alter the trajectory of your ministry. With the stakes so high, we know it’s not enough to identify someone with the right experience. The right candidate must have the ability to fit the culture and influence the staff and congregation around their church's mission, vision, and values.
Our Search Services
Trust your search to the experts.
01
Executive Search
Our executive search process includes searches for Senior, Teaching, Campus, Lead, and Executive Pastors, as well as Associate and Assistant Pastors.
02
Specialized Search
Our specialized search process includes pastoral and staff searches for Worship, Shepherding, Counseling, Discipleship, Young Adult, Youth, Children's, Missions, Communication, Production, and Administrative staff positions.
03
Search Team Advising
We offer search advising to established search committees and churches when churches need an independent third-party, feel stuck, are navigating a complex transition, or desire assistance to ensure they hire the right fit. Hiring the right leader is a significant decision and we provide objectivity, clarity, and best practices to ensure great hires.
Our
Process
We conduct both executive and specialized searches that break down into five phases:
01. Governance
In the first phase, we share best practices and principles to set the foundation for the rest of the search, as well as discuss, create, and guide the formation of a search or pulpit committee. We look at key bylaws, denominational governance procedures, and more in the phase.
02. Analysis
In the second phase, we conduct documentation reviews, individual and group interviews, surveys, and assessments. As a part of our search analysis and client storytelling process, we create a Church Profile and Candidate Profile to aid the search.
03. Recruitment
In the third phase, we search for and collect both active and passive candidates. Chances are the ideal candidate is not actively in the job market, therefore we network with key people and institutions in the state, region, and denomination to find qualified team members. Qualified candidates should be culture, mission, vision, and value fits.
04. Selection
In the fourth phase, we offer the options regarding the candidate interview process. A Bridg consultant can conduct the interviews or work with the search or pulpit committee to develop a thoughtful interview process, to assess and narrow down the candidate pool. We can also provide reference checks, social media reports, background reports, credit scores, and more on potential candidates. Upon request, we can also help negotiate official offers and call packages with candidates, so that churches can make offers confidently knowing that their candidate will accept them (if offered).
05. Onboarding
In the fifth phase, we help candidates and churches with their onboarding process. Upon request, we design and develop an onboarding process that brings organizational clarity and transitional health to the process. This benefits the church, as well as the candidate, and their family. We know that the first year of employment is critical to the long-term success of the candidate, so we work hard to discuss, negotiate, and communicate roles, tasks, expectations, timelines, and performance milestones (or KPIs) in the first year. At the six-month mark (post-transition), we conduct an evaluation of the transition and communicate our findings with the search committee and the newly hired employee. The six-month evaluation provides an opportunity to assess to the health of the transition. It analyzes what is going well, what isn't, and what can be done to ensure a great fit in the first year.