We find board members and chairs who add what the board is missing, at every stage of a company's development.
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“Recommended as a recruitment partner.”
Bringing in outside help for a CEO search is a given for most companies. The board deserves the same care.
A well-composed board steers the company in line with the owners' direction and leads it towards its long-term goals. Yet many board members are still found within one's own network, when the best candidate is usually outside it. We run a broad, independent search and assess each candidate's strategic and commercial skills, judgment and integrity.
“The entire recruitment process is well planned and carried out with a high level of professionalism, both toward us as a company and toward the candidates.”
Peter Ekholm
Country Manager, Superwood
We recruit individual board members and chairs and compose entire boards, where the members complement each other based on the company's industry, stage and challenges. Because we also evaluate boards, we see continuously what makes a board effective, and which skills are in demand right now: digital skills, experience of growth companies, international expansion and M&A.
Beyond the usual network. We search broadly and independently, with a constantly updated network of candidates with the skills boards are looking for today.
Insight from evaluations. Our work with board evaluation shows us continuously how effective boards are composed.
Every stage. From private equity-owned companies recruiting their first external chair to mature listed companies that need to strengthen the board with specific skills.
Diversity. Diversity is part of every recruitment, because teams with different backgrounds and experience solve problems and innovate better.
How it works
Four steps, in close dialogue with you throughout.
Together we define the skills and qualities the board needs, and set a timeline for the recruitment.
We draw up a list of suitable candidates, including beyond the obvious networks, and approach them to gauge their interest.
We review the candidates' backgrounds, interview the most suitable and assess their experience, skills, personal qualities and what they can bring to the board.
You meet the final candidates and decide who is offered the seat. The new board members then get an introduction to the company and their roles.
Stardust is a competent and highly professional partner that we have engaged several times. Their team shows great interest in and commitment to the specifics of each assignment, and we have great confidence in them in our recruitment work.
Anna Bellander
Head of Communications, Fastighetsägarna
The entire recruitment process is well planned and carried out with a high level of professionalism, both toward us as a company and toward the candidates. I warmly recommend Stardust Search to anyone looking for a skilled and reliable recruitment partner.
Peter Ekholm
Country Manager, Superwood
We have used Stardust Search several times and are very satisfied. The collaboration is reassuring and easy, with solid support throughout the recruitment process. Despite an often tight schedule, we have had really good help finding the right candidate.
Rickard Bracken
Secretary General, Suicide Zero
We have engaged Stardust Search for three recruitments and are very satisfied. Their holistic view of both the client and the candidate experience, and the personal and professional way they handle the whole process, is something I truly appreciate.
Christina Lingdén
Head of Communications, Sobona
I used to be skeptical of personality tests, but today I would not hire a new doctor at Funmed without first having Stardust Search run tests and give feedback on them.
Nils Edelstam
Chief Medical Officer, Funmed AB
We were extremely pleased with Stardust Search in our CEO recruitment. We had a good dialogue during the process and were also very happy with the end result. With Stardust Search you can count on being listened to and getting quality all the way.
Hanna Brandström
Head of People & Culture, Castellum
Stardust Search took the time to get to know us as a company before they started, so that the match would be as accurate as possible – a more thorough process than any I had been part of before.
Farhad Jabbari
CEO, Qicraft
Stardust Search understands our needs and is always professional – toward candidates and toward us as we look for new talent. We are very happy with our collaboration with Stardust and warmly recommend them as a recruitment partner.
Mikael Brunnhagen
CEO, Motor Trend
Free discovery call
An informal video call where you can ask questions and hear how we can help your board move forward.
The questions we hear most often.
A board recruitment with Stardust Search follows four steps. First, together with you, we define the skills and qualities the board needs and set a timeline. Then we identify suitable candidates and approach them. In the selection we review the candidates' backgrounds, interview the most suitable and assess their experience, skills, personal qualities and potential contribution to the board. Finally you meet the final candidates and decide, and the new board members are introduced to the company and their roles.
The process is adapted to the needs of the company or organization, but the steps give a good picture of how a board recruitment works.
When composing a board it is important to have a mix of people with different backgrounds, experience and expertise. The board should include people from different industries and sectors and with different professional experience and knowledge.
It is also important to have a balance between women and men, and to make sure the board reflects the diversity of society. A combination of younger and more senior board members lets the board benefit from different perspectives.
Another important factor is the size of the board, which should match the size and complexity of the company or organization. A smaller board can be more effective and agile, while a larger board can benefit from a broader range of experience and expertise.
Finally, an open and professional recruitment process ensures that the board members chosen are the most suitable for the role, not chosen because of personal relationships or other irrelevant factors.