Finding the “Unicorn” Leader for Nursing Education | Alamo Colleges District – Northwest Lakeview College

The Situation

Northwest Lakeview College needed a proven leader to oversee nursing programs, manage faculty, and interface effectively with the Board of Education.

The Approach

To streamline the hiring process and address the urgency of the search, SES implemented a targeted, high-touch strategy centered on a calibrated success profile and rigorous candidate mapping within higher education nursing.

The Outcome

The identified hire proved to be a “unicorn” candidate whose culture and technical aptitude aligned perfectly with the College’s unique needs.

CFO Search | International Life Sciences Organization

The Situation

Scion Executive Search was retained by a confidential international life sciences nonprofit public–private partnership navigating rapid growth and increasing operational complexity.

The Approach

The organization required not just a builder of finance infrastructure, but a seasoned executive capable of introducing new levels of rigor, discipline, and strategic partnership to the CEO and board.

The Outcome

The placed CFO brought deep corporate finance training paired with significant nonprofit leadership experience, delivering immediate executive credibility while advancing systems modernization, compliance, financial reporting discipline, and organization-wide financial literacy.

Navigating Complex Conservation Leadership Transitions | American Forests

The Situation

Facing a shifting environmental landscape, the American Forest Foundation needed to transition from a traditional grant-based model to a sophisticated, market-driven conservation strategy requiring a new breed of executive leadership.

The Approach

SES implemented a targeted, high-touch recruitment strategy to identify “unicorn” candidates who could seamlessly bridge the gap between deep conservation mission alignment and high-level business acumen.

The Outcome

These strategic placements successfully launched the Family Forest Carbon Program, securing first-round board approvals and establishing a scalable, revenue-generating model that provides verified carbon credits to global corporate partners.

Community Action Marin | Finding Leadership After a Pandemic

The Situation

Facing post-pandemic staffing shortages and inconsistent leadership alignment, Community Action Marin required a strategic partner to fill 12 critical roles while navigating a restricted local talent pool and a high cost of living.

The Approach

Scion conducted a full organizational discovery and implemented a calibrated search process focused on role-specific success profiles, candidate mapping across California, and rigorous inclusive slating.

The Outcome

The partnership resulted in 12 high-level leadership placements with a 100% offer acceptance rate, successfully professionalizing the organization’s teams and significantly improving operational stability and employee retention.

Holt International | Placing Candidates for the Long Haul

The Situation

When Holt needed a new Chief Financial Officer (CFO), they turned to SES. The goal was clear: find a candidate who would not only manage finances expertly but also embrace the organization’s mission and culture.

The Approach

Through careful listening, frequent updates with the hiring committee, and rigorous candidate vetting, SES was able to identify a slate of highly qualified candidates. One candidate was selected who perfectly aligned with Holt’s culture and goals.

The Outcome

When Holt’s CEO transitioned out of the organization, the new CFO willingly stepped into the role of Interim CEO, excelling in the position. The Board of Directors ultimately promoted him to President & CEO, recognizing his deep understanding of the organization’s mission, culture, and operational needs.

Wolf Conservation Center (NY) | Finding a First-Time CFO

The Situation

This was a newly created CFO role. The CEO sought a leader who could both elevate financial strategy and partner closely with long-tenured, highly mission‑driven staff.

The Approach

Scion designed a targeted search calibrated to both technical requirements and culture fit. We emphasized discovery, calibrated success profiling, and intentional candidate mapping.

The Outcome

Within 10 days, Scion delivered the first candidate slate, followed by a second slate at 2.5 weeks. Four total candidates were advanced. The organization issued one offer, which was accepted, with the total time from search launch to accepted offer being approximately five weeks.