Executive Director or AMC?
Most boards ask "who do we hire?" The better question is "what model fits?"
Hiring a full-time Executive Director is one answer. Partnering with an AMC is another. Here's the honest comparison.
This decision usually surfaces when:
Your ED announces retirement or resignation
A volunteer board hits its capacity ceiling
Growth outpaces what unpaid leaders can sustain
Two associations explore merging
| Cost component | Year one |
|---|---|
| Base salary | $120,000 |
| Benefits + payroll taxes | +$30–42K |
| Recruiting | +$18–30K |
| Software, equipment, onboarding | +$11–23K |
| Loaded cost | $179–215K |
The true cost of a full-time Executive Director
A $120K salary isn't a $120K decision.
Plus: 3–6 month ramp. Board becomes the employer. One person = one skill set = single point of failure.
SIDE BY SIDE
When each makes sense
Direct hire wins if you're $1M+ in budget, need deep specialization, and your board is ready to be an employer.
An AMC wins if you're small to mid-sized, your workload varies, you need broad capability, and continuity matters.
| Direct-hire ED | AMC | |
|---|---|---|
| Capability | One generalist | Team of specialists |
| Continuity | Start over if they leave | Built-in backup |
| Board's role | Employer | Governance partner |
| Tools | You buy them | Included |
| Year-one cost | $179–215K | Comparable |
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