Some organisations have a story so remarkable that the challenge is not finding something to say about them, but finding the right person to lead them. The National Museum of Computing is one of those organisations. When its trustees appointed Charisma to secure a new Museum Director, I led the search myself, and it was a real privilege.

What is The National Museum of Computing?

The National Museum of Computing (TNMoC) is an independent charity at the heart of Bletchley Park. It is home to the world's largest collection of working historic computers, including the rebuilt Colossus and the WITCH, the world's oldest working digital computer.

The museum has worked hard to strengthen its national reputation. It has achieved Arts Council England accreditation, expanded its educational reach and continued to care for artefacts of exceptional historic and technical significance. That is a great deal to have achieved, and it meant the next leader would be stepping into an organisation with real momentum and high expectations.

What did the Museum Director role need to deliver?

The Museum Director leads the museum's overall strategic, operational and financial performance. As the equivalent of a Chief Executive, the new Director would be the senior executive leader for TNMoC. Ensuring financial sustainability would be central, alongside leading the organisation in delivering an exceptional visitor, educational and community experience.

Acting as an ambassador would also be core to the role. A museum like TNMoC depends on relationships with funders, partners, schools, visitors and the wider heritage community. Its Director needs to be a credible and inspiring public voice, as well as a capable manager.

Why use an executive search approach for a Museum Director?

Advertising alone rarely reaches the strongest candidates, who are usually not looking for a move. With a track record of securing leaders in the museum and heritage sector, Charisma was well placed to support the trustees. For a role of this seniority, the best people are often in demanding leadership positions already.

We therefore used our full executive search methodology. That included headhunting to attract passive candidates and engagement with our database, complemented by an advertising campaign. The aim was to secure candidates with significant leadership experience in museums and visitor attractions, and strong track records of delivering strategy, growing income and building partnerships.

Combining these routes matters. Headhunting finds people who would never have applied. Database engagement draws on the relationships we have built across the sector over many years. Advertising ensures that no strong candidate who is actively looking is missed. Together, they give a board confidence that it has seen the full picture of what the market can offer.

A collaborative shortlisting session

Once the longlist was built, we guided a collaborative shortlisting session with TNMoC. Shortlisting is one of the most important moments in any search, and we believe it works best when the client and the consultant sit down together, compare notes and challenge each other's thinking.

Due to panel capacity, three high-calibre candidates were selected to progress immediately, with three reserve candidates kept in place. Having reserves is a practical safeguard. It keeps the process moving if circumstances change for any candidate, and it gives the panel reassurance that the field is genuinely strong.

What happens after the interviews?

Charisma supported the verbal offer and complex negotiations, with a successful outcome. A two-stage interview process had led to the chosen candidate being selected. This is where a recruitment partner can make a real difference, because the appointment is not finished when the panel makes its decision.

Negotiating at Chief Executive level is a delicate balance. The candidate is weighing up a significant move, and the charity needs the terms to be right for its own circumstances. Acting as a trusted go-between, and keeping both sides informed and comfortable, helps a good appointment reach the finish line.

What the lead trustee said

The trustee who led the recruitment for the museum kindly shared their experience:

“Katherine and her team at Charisma were amazing to work with and have raised the bar in recruitment. They were professional and beyond helpful from start to finish. Katherine clearly knew the market and was keen to understand our museum and our future ambitions to find the perfect fit for us. A pleasant surprise was a professionally created candidate pack that was created by Charisma that provided potential candidates with useful information about the museum and the role - this shows the level they are willing to work at to attract the right talent. We were presented with a shortlist of a wide-range of candidates and we were supported through the interview process and all the way to a placement. Charisma are heads and shoulders above the other recruitment companies and I wouldn't hesitate to recommend them.”

Lead trustee for MD recruitment

Comments like these are what make the work worthwhile. In particular, the mention of the candidate pack is a reminder that a well-crafted brief is often the first impression a candidate has of an organisation, and it deserves the same care as the search itself.

What other heritage organisations can take from this

A few points stand out for any museum, gallery or heritage charity recruiting a senior leader. Be clear about what the role must deliver, from financial sustainability to public advocacy. Use more than one route to reach candidates, because the best people are rarely on the job boards. Make time for a proper shortlisting conversation with your consultant. And plan for the offer stage, because a strong appointment can still be lost if negotiations are not handled with care.

Can Charisma help you recruit a senior leader?

Yes, we can help you shape the role, reach the right candidates and support you to placement. If your museum, heritage site or cultural charity is preparing to appoint a Chief Executive, Director or another senior leader, I would be delighted to talk it through with you. Get in touch with the team to start the conversation.