Landing Your First NED Role
Stepping into your first Non-Executive Director (NED) position can be one of the most rewarding career transitions you make. Whether you’re an experienced executive looking to expand your impact, or a specialist seeking to bring your expertise to the boardroom, securing a NED role requires preparation, strategic positioning, and a deep understanding of what organisations expect from their Board members. It also needs some patience!
At Omni, we support aspiring NEDs in a competitive NED landscape. As board advisory specialists to non-executive directors who bring challenge, insight, diversity of thought and commercial acumen.
Below, we share our guidance to help you land your first NED role and stand out in a crowded market.
Do ask yourself why you want to be NED, the more you understand your own reasons for becoming a NED the easier it will be to identify the right role for you and help with your pitch.
Landing your first NED role is often the hardest, it’s a journey of discovery! Every chair and board will have their own perspective on the ideal composition and what the Board needs at that particular point in time.
To successfully position yourself, start by identifying your value proposition. Boards don’t appoint NEDs for operational delivery; they appoint them for their ability to challenge, advise and guide strategic decision-making.
Think about what seat can you take on the Board? Boards seats are limited in number, whether it’s transformation experience, regulatory insight, financial oversight, digital innovation, or industry-specific knowledge. Boards need those with strong rounded skills to be able to contribute not just in their specialist areas but across the board room topics.
A strong starting point is to consider:
Understanding this ensures you’re articulating the type of Non-Executive Director you aim to be, rather than trying to be all things to all boards.
Networking is one of the most effective ways to secure your first Non-Executive Director job. Appointments are still made through the networks alongside specialist search partners like Omni, advertising, recommendations and direct approaches.
To build a network that works for you:
Join groups and communities specifically tailored to aspiring NEDs and those in the sectors you are interested in. These may include corporate governance forums, industry bodies or sector-specific working groups.
Current Board members often hear about vacancies before they reach the market. They can also offer insight into how boards operate and the journey they have taken
Think about the types of Boards you would like to sit on and do your research on how they appoint their Board members. Which professional advisors, VC houses, head-hunters do they use? Raise your profile amongst those networks that have regular access to the boardroom.
Engage with governance content, follow Boards you admire, comment on thought leadership posts and position yourself as an informed and active contributor to Board-level conversations. Networking isn’t about “who you know”, it’s about making yourself known to the right people in the right context.
Boards want to appoint NEDs who demonstrate credibility, strategic thinking and an ability to contribute meaningfully to complex discussions. Raising your profile helps demonstrate exactly that.
Here’s how to elevate your visibility:
Write articles, appear on podcasts, or contribute to industry panels. Boards value individuals who can bring specialist insight into the boardroom.
Even if you haven’t held a NED role before, you can develop governance exposure, join advisory groups, charity boards or committee roles. Many of today’s high-performing NEDs began their journey in the voluntary sector.
Boards want to see evidence of performance, how you have influenced strategy, improved culture, managed risk, or delivered growth.
Boards actively seek NEDs who represent a range of backgrounds and lived experiences. Your uniqueness is a strength; make sure it’s part of your story.
Raising your profile is not about self-promotion; it’s about demonstrating the value and perspective you can bring to a board.
A Non-Executive Director CV is very different from an Executive CV. It must demonstrate strategic oversight, breadth and depth to your skills and ability to contribute on a full range of governance and commercial issues.
Here’s how to craft a compelling NED CV:
The opening profile should clearly articulate who you are and what you want to be. Think about your unique selling point. Tell the reader in the opening profile what you are looking for “first commercial NED or “looking to build out my NED portfolio”.
Boards want to understand how you influence decisions, challenge assumptions and shape long-term outcomes. Think about the elements specific to NEDs constructive challenge, scrutiny of performance, risk assurance, people plans and stakeholder engagement.
Include any committee work, advisory roles, board papers you have contributed to
Use metrics that illustrate outcomes; growth achieved, efficiencies delivered, culture improved, P&L, risk mitigated.
These may include:
Omni brings extensive international reach and cross-industry expertise, positioning us to meet diverse and complex hiring needs. Whether you’re looking for specialised knowledge in a particular sector or leaders with global insights, our broad network and deep industry understanding allow us to source high-calibre talent from a wide range of backgrounds. We understand the nuances of different markets and industries, enabling us to find the right leaders who are not only highly skilled but also culturally aligned with your organisation’s goals – wherever they may be located.
Omni offers both Executive Search and Recruitment Process Outsourcing (RPO) services, each designed for distinct hiring needs. Executive Search is tailored for senior leadership and specialised roles where strategic alignment, and high-impact capabilities are essential. Our Executive Search team proactively identifies top-tier talent to drive transformation within your organisation.
In contrast, RPO is where Omni offers a complete recruitment service for all or some of an organisations hiring needs. The service covers engagement, sourcing, screening, assessments, offer management, and onboarding. Our streamlined process ensures consistent and compliant recruitment practices tailored to organisations needs.
By offering both services, Omni can flexibly support your organisation’s unique recruitment demands, ensuring you have the right solution for every level of talent acquisition.
Recruitment typically fills entry- to mid-level roles by attracting active job seekers through advertisements and direct searches for specialist niche roles.
Executive search takes a proactive, strategic approach to senior leadership and niche roles. At Omni, we actively seek out top talent and embed ourselves in your culture to ensure candidates align with your organisation’s values and leadership style, delivering leaders who drive long-term success.
Omni’s people-focused approach champions both clients and candidates through every stage of the senior appointment journey. From rigorous assessments and cultural alignment to bespoke onboarding, we collaborate closely to ensure each leader is uniquely positioned to drive impactful, lasting transformation within your organisation. With Omni, you’re not just filling a role—you’re securing leadership that shapes the future.
