The Art of Executive Search in the Conference Industry

Why the right interim solution can save your next event

In the events and conference space, we pride ourselves on being adaptable, organized, and laser-focused on the client experience. But when it comes to filling executive roles—whether it's a VP of Events, Head of Programming, or a strategic Partnerships Director—don't rush through the search or approach it like a standard hire. That’s a costly mistake. The conference industry isn’t like others. It’s high-pressure, relationship-driven, and packed with nuance—especially post-2020, when agility, hybrid experience, and cross-functional team leadership became non-negotiable.

3 Ways Conference Executive Searches Often Go Wrong

1. Prioritizing Event Experience Over Strategic Vision

It’s tempting to focus on candidates with impressive portfolios and well-known conference brands. But the best leaders today aren’t just executional—they’re strategic. They improve the business of a conference by:

• Turning event data into business intelligence to inform pricing, marketing, and content strategies

• Diversifying revenue through digital monetization, year-round engagement, and custom sponsor offerings

• Optimizing event portfolios, sunsetting underperforming meetings, and launching high-ROI niche experiences

• Building strategic sponsorships that go beyond gold/silver tiers and deliver measurable value

• Driving customer lifetime value, converting attendees into loyal members or brand advocates

• Aligning events to sales and marketing objectives, using event touchpoints to influence pipeline growth

• Lowering cost per attendee by streamlining vendor relationships and leveraging automation

• Serving as a strategic advisor to the C-suite and board, connecting event performance to broader organizational outcomes
  

Tip: Ask candidates how they’ve driven measurable business outcomes—not just how many attendees they attracted. Look for those who lead with vision, not logistics. Why it matters: There’s growing consensus that events must do more than deliver experiences—they must drive core business outcomes. Yet many event professionals still feel under-leveraged in that strategic conversation. You need a leader who can close that gap.

2. Expanding Beyond Traditional Networks

When it comes to executive searches, it’s common to start with familiar channels—internal referrals, public job boards, or generalist search firms. But in a relationship-driven industry like conferences, that approach may limit your reach.

The most qualified candidates—those leading transformational change, driving new revenue models, or influencing industry strategy—often aren’t actively job seeking. They’re contributing to the field in other ways: speaking at events, mentoring peers, or consulting behind the scenes.

Why It Matters: According to recent LinkedIn research, 70% of the global workforce is made up of passive talent—professionals who aren’t applying for jobs but would consider the right opportunity if approached thoughtfully. To connect with these individuals, you need to go where they are already engaged.

Where to Look—and How to Reach Them:

• Tap into event-specific associations and communities. Organizations like PCMA, IAEE, ASAE, and MPI often host executive roundtables, publish award lists, and run leadership development programs. These are excellent places to identify rising stars and seasoned executives alike.

• Engage with industry-specific online groups LinkedIn communities, Slack channels or niche forums like Association Chat are where many top performers share insights, troubleshoot challenges, and build relationships.

• Track conference contributors and content creators. Look at who’s writing articles for industry publications, serving as faculty for educational programs, or leading innovation sessions at major meetings. These individuals are often strong leadership candidates—even if they’re not actively job hunting.

• Consider talent from adjacent spaces. Professionals with experience in experiential marketing, media, or destination strategy may bring fresh thinking and transferable skills to a conference leadership role.
  

A Proactive Mindset Helps: Even if you don’t have an immediate need, building relationships within these communities now can help you move faster and more strategically when the time comes.

3. Ignoring Cultural Fit in Fast-Paced Environments

The pace of conferences can be intense—one that not all executives are suited for. Candidates who shine in a traditional corporate setting may struggle with the speed, resourcefulness, and resilience the role demands.

Recommendation: Involve team stakeholders early. Ask:

• How do they handle back-to-back fire drills?

• Can they lead without full data or a clear budget?

• How do they calm a frazzled team under tight deadlines?

Interim Support: A Forgotten Advantage

What’s one of the smartest things a company can do during an executive search? Bring in interim leadership. Without interim support, teams can sometimes lose momentum as HR takes the necessary time to find the right long-term fit. This slows momentum, affects morale, and can cost the company event opportunities.

That’s where Meeting Priorities comes in—not just as search consultants, but as hands-on partners. We can:

• Step in temporarily to lead your events, marketing, or programming team

• Maintain operational continuity

• Assist with the executive onboarding once the right hire is made
  

It’s a level of partnership many overlook—but one that can keep your calendar (and team) on track while you're making a critical decision.

What to Do Next: If you're considering a new executive hire in the events world, here’s a checklist:

• Define the business challenge this role solves—not just the job title

• Engage with a recruiter or team that knows the conference industry

• Interview for strategy, leadership, and crisis-management—not just experience

• Don’t wait to fill the gap—use interim experts to keep operations moving

• Think about the 90-day ramp-up—what support will your new hire need?

Executive searches are more than hiring—they’re directional decisions.

Done right, they can elevate your entire event business. Done wrong, they create costly lags in leadership, team confidence, and revenue. At Meeting Priorities, we don’t just find great candidates—we become your strategic partner throughout the search. Whether you need a full-service placement or a steady hand to step in temporarily, we’re here to meet the moment.

Let’s talk about how we can help you lead with confidence.