If you’re serious about landing a board directorship, it’s time to face a confronting reality: most aspiring directors simply aren’t putting in enough effort.
I’ve been in recruitment long enough to know the parallels between job hunting and board search are undeniable. When professionals lose their jobs, we often tell them it will be a full-time job just to secure a new position. It’s not uncommon for an executive to approach 100 different opportunities in 100 days just to land a single interview.
Yet when people turn to the board search market, many take a casual, part-time approach and are shocked when results don’t come.
“Success is not something that just happens — it’s something you pursue relentlessly.” – Australian Financial Review
Board Search is Not a Side Hustle
If you want a seat at the table, you need to treat board search like a career priority, not a weekend project.
The board recruitment process comes with an additional layer of complexity:
- Building relationships with Chairs, Non-Executive Directors, Committee Members, and Nomination Committees
- Engaging strategic advisors, law firms, and accounting firms who often have the ear of decision-makers
- Targeting networking to the right people at the right time
A few coffee meetings and a handful of AICD job board applications won’t cut it.
I’ve seen successful clients map out 30 influential chairs in a single month, developing genuine relationships, lunches, coffees, and follow-ups, all to stay top of mind when the right board opening arises. These relationships aren’t superficial LinkedIn connections; they’re built on real conversations, shared insights, and a genuine exchange of value.
Effort, Urgency, and the “All In” Mindset
One of the most telling signs someone isn’t truly committed to a board career is when they say, “I don’t mind how long it takes.” That might sound patient, but in reality, it’s a red flag. If you’re not approaching this with urgency and intensity, you will get left behind.
Board search is competitive. There will be rejection. You will head down a few dead ends. You may invest time in conversations that don’t immediately lead to an appointment. But those who persist, and who keep showing up, are the ones who succeed.
“In the war for talent, visibility beats invisibility every time.” – The Australian
Why Passive Approaches Fail
Too many aspiring directors mistake “being in the market” for “working the market.” Checking the AICD portal once a fortnight and sending the occasional email is not a strategy. That’s wishful thinking.
You must be deliberate in your outreach. Map your targets. Engage consistently. Attend the right events. And remember, many of the best roles never make it to public listing. They’re filled quietly, through networks, recommendations, and trusted referrals.
The Power of Consistency and Momentum
Momentum is your greatest ally. Without it, the pipeline of conversations, introductions, and referrals dries up quickly.
To build momentum, you need:
- Consistent outreach to decision-makers and influencers
- Regular, value-adding interactions with your network
- A visible professional brand that keeps you in people’s minds
This is where thought leadership plays a crucial role. Posting well-considered articles, commenting on industry issues, and sharing relevant insights keep you in the orbit of the people you want to influence. It’s not about pestering contacts with “just checking in” emails; it’s about adding value so you remain memorable.
Why Thought Leadership Is Your Competitive Edge
Let’s say you’ve had a meeting with a Chair, but they don’t have an opening. If you disappear for six months, you’ll be forgotten. But if they keep seeing you show up with compelling perspectives on LinkedIn, in industry forums, and at conferences, your name stays fresh in their mind.
When a relevant opportunity emerges, you want them to think, “That’s exactly the person we need.”
And this content doesn’t need to be grandiose. It could be your perspective on governance trends, a thoughtful comment on ESG challenges, or a short post connecting AI developments to strategic risk. The key is that it’s relevant, professional, and consistent.
“Influence today is built in public — those who show up are the ones who get the call.” – Sydney Morning Herald
No Room for Wallflowers
If your board search strategy is to “wait and see” or “take it slowly,” you’re signalling that you’re not ready. This is a competitive market. You need urgency, proactivity, and a willingness to put in sustained effort over months (and sometimes years).
The truth is, board appointments rarely land in the lap of those who wait. They go to people who hustle strategically, connect intentionally, and keep showing up.
“The prince isn’t coming to knock on your door — you have to go out and find the castle.”
Final Word
If you’re not prepared to put in the work, you’ll join the long list of people wondering why nothing’s happening. But if you’re willing to approach your board search with discipline, structure, and persistence, treating it like the full-time pursuit it really is, the results will come.
Board recruitment is part science, part art. It’s about building genuine relationships, creating visibility through thought leadership, and never losing momentum. The people who master these three pillars are the ones who ultimately find themselves at the boardroom table.
Ready to put real momentum behind your board career? Register for board opportunities via Tiger Boards and connect with me, Kylie Hammond, to explore tailored Board Portfolio® services designed to position you for success in today’s competitive board market. www.tigerboards.com.au
