Breaking into the boardroom: how to secure your first non-executive director role

Competitive advantage

Executive Search

Thought leadership

Workplace research

Management tips

Management and leadership

Research and insights

Are you considering becoming a non-executive director? The contributions you bring to the table could significantly impact the trajectory of the business you choose to aid. However, it's an ambitious goal, requiring a mindset shift, professional repositioning, and strategy to land that first opportunity.

Robert Half’s Charlie Grubb (Senior Managing Director, Executive Search) and Dan O'Leary (Managing Director, Executive Search) hosted a roundtable discussion with a handpicked selection of leaders from industries ranging from e-commerce and tech to chemical manufacturing and facilities management.

During the 90-minute lunchtime discussion, they shared personal journeys to non-executive director roles (NED), what boards look for in first-time candidates, the role of networking, and more.

1. Know your options and motivations

Taking the time to reflect on your motivations is a crucial first step before pursuing NED opportunities. Will you go private or public, commercial or pro bono, opt for full-time or part-time? Knowing your key drivers, goals, and motivations will ensure you target and approach the right roles with the right mindset.

“It’s quite important—before you launch yourself down this road—to reflect on why you want to do this job. Be clear about your motivations. It might be that some people do pro bono because they want to give back. Some people just like the cash. I wouldn't recommend that necessarily,” said one attendee. “Some people do it because they have a particular area of expertise, and they want to help other companies. But have a bit of thought about why because that will direct where you go.”

“I interviewed for an organisation and got right down to the final two. It was a very long process, but boy, I learned a lot going through it. I didn't get it. The gentleman who got it, rightly so, had a bit more European experience with youth hostels and so forth than I had," another attendee said.

“Had I got it, although they said it was about five days a month, I guarantee you it'd probably have been about 15 days a month, and it would have been prohibitive. So, was I doing it for the right reasons? No. I just wanted to be able to say I did it, and I got it. So, just take that bit of time to think about why you want to do stuff. What stuff do you want to do, what industries do you want to explore and be in, and then you hook into it in terms of where you are."

2. Fine-tune your CV for the board

Value propositions play a vital role in helping to position yourself as an attractive candidate from a board's perspective. Our experts advised identifying what the organisation needs and providing a clear statement outlining your unique value. It's also an excellent idea to highlight specific skills, such as experience with AI and tech, scaling businesses, strategic reset capabilities and international experience.

"My observation is that non-exec work is becoming slightly more institutionalised in that people are buying non-exec services in a much more structured, deliberate way than they were five to 10 years ago. So, I think the rise of the fractional career has an element here. People are looking for non-execs with a specific skill set or a function," said one attendee.

“But one of the obvious ways of taking a first role is with a specific skill set. So, if you're an accountant, maybe audit committee, or RemCo if you're HR or regulated background — you probably need a hook for the first opportunity."

"I think the hook is right. Look at what they are and what they're looking for, and then what extra you could bring to that role,” said another attendee. “It's looking for those hooks and providing them in your covering statement because that's what they'll pick up on. Your CV is just there. Your CV is your CV. It's that one or two pages with those hooks on it that are really important.”

3. Use networking and personal branding to gain traction

The journey to an NED role can be long (anything up to 18 months), so our expert attendees recommend starting early and covering all the bases. Get in touch with your existing network for advice and attend relevant networking events.

“You have to spend time in forums like this roundtable lunch. It has to be a core part of your week. You have to build your network,” said one attendee. “Many of the roles I had have come through the network.”

Another agreed, saying, "I think networking events are really, really important. And I'll be honest with you, that's where one of my first NED opportunities came from. It came from a corporate advisor whom I'd known some years ago who saw me at an event; I came to their mind, and they recommended me. Equally, I've now brought them into my recent company because they're good. So, I think networking is important but use it wisely."

They also recommended repositioning your LinkedIn account and personal brand to be NED-specific to publicise your suitability. "If you've spent 30 years of your career in operations, and that's what your LinkedIn and CV says, then it's easy to rely on that. You've got to change your whole mindset and start positioning yourself as a non-exec. Talk about your non-exec stuff and minimise the operational bit," says Charlie.

4. Anticipate and prepare for common challenges

The first challenge for aspiring NEDs is the lead time involved. Our roundtable of experts recommended learning the art of patience, setting your ego aside, and taking the first opportunity you’re offered.

"It's unbelievably competitive. Lots of people want to do this, and it's situationally so specific that the clearer you are on your value proposition, the more likely you are to get involved in the right processes, where you have a better chance," said an attendee. "You do have to be prepared to be knocked about a lot, which is a little bit uncomfortable."

Non-exec jobs require a mindset shift as you move from a more hands-on operational role. "It's a difficult transition. I work with a little phrase, 'nose in, hands out' until you're invited in. I've heard of some awful trustees who haven't been able to step back, and they're diving into the business. And it upsets the business," said an attendee.

An NED role also comes with a significant time commitment. One attendee warned, "No matter what it says on the contract, it is at least double that, and you're always on because you can't do company A on Monday, and company B on Tuesday. It just doesn’t work like that. This week is board meeting week; it’s frantic. There are some benefits, but it's pretty full on being a non-exec."

Quickfire FAQs

How do I start my journey to non-exec board roles?

Be clear about your motivations. Are you pursuing an NED role to be charitable, for the financial incentive or out of interest? Your answer will determine your route.

Would you prefer to work full-time, during retirement, or part-time? It’s vital to be realistic about your capacity and the time sink.

Would you rather coach or mentor? They’re very different roles.

Will you pursue a governance or advisory role?

Address your expectations — NED roles can be incredibly challenging.

Define your value proposition and ‘hook’. Outline what you stand for, your core skills, and the unique value you’ll add.

Bring role and industry-specific skills to the forefront of your CV.

Where is the best place to do it?

Private or public: depending on the asset classes and world you feel most drawn to.

Commercial or pro bono: each board will have very different priorities.

Regulated industries: this requires specific skills and requirements.

Institutional or entrepreneur-owned: know what your role really means, who you're working for, and how you’ll execute your authority.

When is the best time to do it?

Now! It's never too soon to start, and it takes more time than you might think.

Take the first opportunity you’re offered — it’s unlikely to be perfect but it’s valuable experience on your CV.

Overlap your NED role with your executive career to start. It’s hard to land your first NED role, but the skills you learn will enhance your executive career and vice versa.

Beware of being used to fill an executive team skills gap (it’s more common than you think!).

Who can help on the journey?

Your network: use your existing network for support, guidance, and referrals. It’s also recommended that you go out networking as often as possible.

Other NEDs or Chairs: don’t hesitate to call on people you’ve worked with in the past.

Recruiters: rely on recruitment experts when going for larger or public roles.

Your own brand: reposition yourself as NED material rather than joining non-exec director platforms (which are typically high cost and very low return).

What can I expect from the application process?

Landing non-executive board positions can take longer than you might think — typically anything from 18 to 24 months.

It can be lonely working as a sole trader.

You may have to get creative to land your first NED role due to high competition.

Expect to be rejected! You won’t have a track record to bolster your efforts.

How do I get started once I secure my first NED role?

Define the engagement. Look at 1) lifecycle, 2) deliverables, 3) targets, and 4) make a 100-day plan.

Define the role: where do the responsibilities of chairs versus non-execs differ?

Be disciplined with your time management; NED roles can become a time sink.

Familiarise yourself with the market. Who are the competitors, clients, and regulators?

Ask questions! You’re not expected to know the executive answer at this early stage.

Where’s the best place to get more information?

The Enter the Boardroom with Nurole podcast has plenty of episodes covering early non-exec roles and boardroom best practices and was a recommended resource by our experts.

Find out more about our experts in retained search advisory services for Board-level, C-suite and senior leadership with Robert Half’s Charlie Grubb and Dan O'Leary on our executive search page.

Learn more about the current hiring landscape and in-demand skills by visiting the Robert Half insights blog or downloading the 2025 Salary Guide.

Jobs confidence: A UK economy forecast for Q2 | 2025

Accelerate action: Join our exclusive webinar with Kate Hardcastle MBE

Nigel Owens MBE: 4 ways to create and support inclusive workplace cultures