A board is more than a supervisory body. A good board should challenge, support and contribute to development. But how do you actually find the right board candidates? In this post, we share our experience from more than 20 years of board recruitment – and give you insight into what characterises a value-creating board process today.
Board recruitment is about finding and selecting the people who will serve on a company’s board. In Norway, board members are usually elected by the general meeting, often on the recommendation of a nomination committee or an owner. But as the demands on boards increase – regulatory, ethical and strategic – the need for a more professional approach to recruiting board members has grown sharply.
A well-composed board contributes:
Strategic expertise
An understanding of risk
Networks and business acumen
Operational experience from relevant industries
An independent perspective and a clear understanding of roles
The wrong composition – or passive board members – can, on the other hand, delay growth, worsen crises or weaken the legitimacy of the management.
It is not always necessary to use an external firm to recruit board members, but in several situations it is strongly recommended:
When the company has complex needs – for example a move into a growth phase, a generational change or internationalisation
When you want diversity on the board – in expertise, gender, age or background
When the owner or nomination committee has limited access to relevant candidates
When there is a need for a structured and objective process
When the board needs to be professionalised following a stock exchange listing or because of regulatory requirements
In such situations, it is not just about finding a “candidate” – but about putting together a board that adds real value.
At Agile Styrerekruttering, we follow a structured and transparent methodology. These are the main steps:
We always start by understanding the company’s situation, strategy and current board composition. We assess competence gaps and which roles the board actually needs to fill. Is there enough financial, commercial, digital and operational insight?
We draw up a candidate profile based on the desired expertise, understanding of the role and cultural fit. Recruitment often covers several dimensions at once – for example both a board chair and a member with operational experience.
We use our database – Norway’s largest network of professional board candidates – combined with targeted searches and a discreet approach. Candidates are assessed both professionally and personally, and we often use AI-based tools to strengthen objectivity.
Shortlisted candidates are interviewed and assessed against defined criteria. For board chair roles, we also assess the ability to build trust, lead the work of the board and ensure good collaboration with the CEO.
We present candidates with full insight into their strengths, potential risk areas and background – so that the owner or nomination committee can make an informed choice.
A good board candidate:
Has relevant strategic and operational experience
Understands the role of the board and has a sound understanding of roles and integrity
Is able to challenge and support the CEO
Has the time and capacity to contribute actively
Has curiosity and the ability to learn, not just experience
It is often an advantage if several board members have “lived the life” on the management side, understand the realities of running a business and can ask the right questions at the right level.
Diversity on the board is a competitive advantage, and it is not only about gender. We look at diversity in terms of:
Different industry backgrounds
Variation in age and perspective
Different nationalities and international experience
Digital and sustainability expertise
A combination of entrepreneurs, owners and professional board candidates
A board with diverse expertise and backgrounds leads to more nuanced discussions and better decisions.
Agile Styrerekruttering is one of Norway’s leading players in recruiting board members and board chairs. We offer:
Norway’s largest network of quality-assured board candidates
A combination of experience, structure and technology
AI-supported tools for assessment and matching
Discretion and professionalism at every stage
We have recruited for listed companies, family-owned businesses, PE-owned portfolio companies and growth companies.
The cost varies with complexity, but for most companies the gain far outweighs the investment. A good board candidate contributes to better decisions and strategic development – and in some cases to reduced risks that could have cost millions.
We also offer flexible models, including help with assessment only or broader advisory support when composing an entire board.
Board recruitment is about taking the future of the business seriously. A good board can be the company’s greatest asset – and a poorly composed board can become a serious handicap.
At Agile Styrerekruttering, we combine professional weight with modern methodology and a broad network to help you find candidates who genuinely add value.
Get in touch for a no-obligation assessment – we are happy to help.