The Situation:  The IT Director unexpectedly left a Non-Profit organization for a new job and there was not enough time before he left to recruit a replacement. The new IT Director would need to possess expertise in the management of a complex network with 12 locations, multiple Windows servers, Cisco routers and switches, and a Netscreen firewall.  The organization had 27 potential candidates for the position, but no one in the organization’s management had the expertise to screen them for technical expertise.

What We Did:  After becoming familiar with the structure and operations of the computer system and network, we prepared a technical screening questionnaire.  We also placed the job ad on several non-profit web sites. We then did a preliminary interview with all of the potential candidates, two of whom dropped out because of salary requirements.  We were able to narrow the field down to a single, internal candidate.

The Result.  The internal candidate was promoted to IT Director.  As a byproduct of the work, we prepared a detailed memorandum summarizing changes that the new IT Director might consider as to improve the services provided by the IT department.