Templates
Board Recruitment Brief Template: Define the Seat Before You Search
A board recruitment brief is a one- or two-page document that defines a board or advisory seat before anyone is approached: why the seat exists, what evidence a strong candidate would show, what the role involves and how candidates will be selected. A clear brief makes a search faster to run, fairer to candidates and easier for the whole board to agree on.
By SeatBorne · Published
What a good brief includes
- The business need: the strategic problem the new member will help the board oversee.
- Role type: fiduciary board director (formal duties and a vote) or advisory board member (guidance without a director’s governance authority; agreed terms, applicable law and how the advisor actually acts still matter). These are different seats with different expectations.
- Must-have evidence versus preferred evidence — written as experience you can verify, not adjectives.
- Company context: stage, scale, ownership and markets, so candidates can judge fit.
- Time and committee expectations, geography and travel.
- Compensation approach, flagged for discussion and review with counsel.
- Potential conflicts to check, and the selection and consent process.
Must-have versus preferred evidence
As a SeatBorne suggestion, keep must-haves to two or three items. Every additional requirement narrows the field, and lists of ten “must-haves” tend to describe a person who does not exist. Preferred evidence is where you note helpful extras such as a specific market or a committee role.
| Section | Example entry |
|---|---|
| Role type | Fiduciary board director |
| Business need | Oversee the move from family-led reporting to audited accounts ahead of a possible minority investment. |
| Must-have evidence | Has overseen external audit at a company of similar scale; has worked with a board through an investment process. |
| Preferred evidence | Experience in manufacturing or consumer goods; audit committee membership. |
| Time | Six board meetings a year plus preparation; may chair a new audit committee. |
| Geography | Able to attend four meetings a year in person at the main site. |
| Compensation | Annual fee plus expenses; amount to be agreed and reviewed with counsel. |
| Conflicts to review | Current roles with competitors, major customers or potential investors. |
| Process | Chair and one family director review a shortlist; candidates are contacted only if they agree to an introduction. |
Copyable brief template
Board recruitment brief
BOARD RECRUITMENT BRIEF — [Company name] — [Date] Prepared by: ____________ Reviewed by: ____________ 1. Role type [ ] Fiduciary board director [ ] Advisory board member Notes: ____________________ 2. Why this seat, why now Business need in one or two sentences: ____________________ 3. Company context Stage / scale (revenue band, headcount, ownership): Industry and markets: Current board size and composition summary: 4. Must-have evidence (non-negotiable; describe what proof looks like) - ____________________ - ____________________ 5. Preferred evidence (helpful, not required) - ____________________ 6. Time and committee expectations Meetings per year / format: Committee work (e.g. audit, remuneration), if any: Expected time outside meetings: 7. Geography and travel Location preferences / time zones / in-person requirements: 8. Compensation (for discussion) Proposed approach (cash, equity, expenses) — to be confirmed with counsel: 9. Potential conflicts to review Competitors, investors, customers or suppliers to flag for company and counsel review: 10. Selection and consent process Who reviews the shortlist: How candidates are approached (only with their consent): Decision makers and expected timing: This brief describes a search. It is not an offer, an appointment or a contract.
What a brief is not
A brief describes a search. It is not an offer letter, an appointment or a contract, and it does not decide whether a candidate is independent or eligible to serve. Those judgements stay with the company, its board and its advisers.
In SeatBorne, company teams can describe a seat in plain language and receive an AI-drafted brief to review and edit before saving. Nothing is published without your action.
Frequently asked questions
- How long should a board recruitment brief be?
- SeatBorne suggests one to two pages; there is no required length. It needs enough context for candidates to judge fit and for the board to compare people consistently, not a full job description.
- Who should approve the brief?
- At minimum the chair, and in many private companies the main shareholders or investors with appointment rights. Agree it before anyone is approached.
- Should the brief state compensation?
- State the approach, such as fees, equity or both, and that terms are subject to review with your advisers. Final terms are agreed with the chosen candidate.
- Is the brief a contract or appointment letter?
- No. It defines the search. Appointment terms are documented separately according to the company’s constitution and applicable law.
Sources and further reading
External sources are for background; SeatBorne is not affiliated with them.
General information, not legal, tax or employment advice. Examples use fictional companies and people. Requirements for directors vary by jurisdiction and company documents.